An Introduction to Human Resources Management (HRM) and Its Origins in the United States

Definition

Human Resources Management's (HRM) origins came from the USA in the 1950's and gaineda Wide recognition in the beginning of the 1980S. HRM evolved due to pressures in product markets inn USA during the recession of 1980-82 and because of the need to create a work situation free of conflict in which both employees and employer worked towards the same goal. A few of the first companies to implement HRM in their management system were HP and 1BM who consequentiy did not have trade unions practices implemented into their companies (Guest, 1989).

Storey (1995) describes HRM as "a distinctive approach to employment management which seeks to obtain competitive advantage through the strategic deployment ofa highly committed and skilled workforce, using an array of cultural, structural and personal techniques". On the other hand, Torrington (1987) states that "The new HRM model is composed of policies that promote mutuality- mutual goals, mutual influence, mutual respect, mutual rewards, mutual responsibility. The theory is that policies of mutuality will elicit commitment which in turn will yield both better economic performance and greater human development.

Order custom essay An Introduction to Human Resources Management (HRM) and Its Origins in the United States with free plagiarism report

450+ experts on 30 subjects Starting from 3 hours delivery

Get Essay Help

HR Department at Collin County Community College District:

"The CCCCD HR Office Mission is to provide quality programs and services to attract and retain excellent employees. CCCCD HR Core Values are maintaining knowledge of current HR practices and laws and applying them consIstently through Integrity and Discretion, Innovation, Professionalism, and Teamwork."

CCCCD HR Dept. Since, the current Institution I am working for outsources most of its HR functions; I would like to discuss the roles and responsibilities of the HR department at Collin County Community College, where I worked as an Academic Advisor for five years. Collin County Community College is a leading Community College in Dallas Metropolis with four campuses and more than eleven thousand students. It employs more than two thousand employees and has had its HR department evolving for the last several years to assume all the responsibilities that it has right now. HR department a the college involves the interests of management, on adopting a strategic approach, on obtaining added value from people by the processes of human resource development and peformance management and finally on gaining their commitment to the objectives and values of the organization(www.ccccd.edu).

Planning, acquiring, retaining (controlling turnover), developing or training, pertormance appraisa, compensation, Salety and healn, tamuly and work life are some examples of management decisions and practices HR department deals with in this organization. The main activities of HRM carried out by both department supervisors and HR professionals at CCCCD are related With organization, the employment relationship, resourcing, pertformance management, human resource development, reward management, employee's relations, health/safety and employee services and employment and HR administration. HR dept in CCCCD uses a variety of communication channels, implementing the latest technology into their communication systems. In decision making, HR emphasizes the importance of the involvement of everyone in teams or in work-groups. In addition HR emphasizes the need to manage performance and motivate people by the various payment systems which are integrated with the organizations objectives.

It also tends to encourage changes in workforce and aiming to increase flexibility in ways of working. HR foCuses on individual contracts, payments and reward systems does not deal to solve individuals problems; they believe that individuals should be prepared to take responsibility for their own decisions and actions, and usually these types of issues are handled by the employees' respective departments. However, HR works with the ACCESS office to provide all types of accommodations for physically or mentally challenged employees and evaluate its own peformance periodically to ensure conformation with federal and state regulations. Now a days, health and safety plays a vital role in CCCCDS human resource management. In considering the economics of an unhealthy and unsafe workplace, it is necessary to realize costs falling upon the organization and HR has been reported to have been efficient in following al the Health and safety guidelines as well as in creating effective Employee wellness programs to face the challenges of the stress in the 21st century institutions.

Increase in training and development has increased productivity as well as employee's moral. This is beneficial for both, the organization and the employees. Although HR department has incurred increased costs in the short term as training and development Is very expensive but at the long term it is very beneficial for an organization as job commitment is reinforced and quality increases too. Motivation has always been the key element of the HR department to increase an individuaľ's output in an organization. Job appraisal has increased in the last few years; this is a free form of motvating individuals. Moreover rewards and bonuses gained by employees increase their moral as well as benefiting the organization. Appraisal systems for some time have served to prove that the performance of employees is under control or to give the appearance of control. Another key element CCCCD HR department is trying to focus on is quality. This leads to better service and now a days quality is recognized as the key for competitive advantage. Quality is achieved through people; in accordance with one of the HR's principles, investment in people is a requirement for achieving high quality standards.

Conclusion

The future of human resources within CCCCD appears to involve the outsourcing of benefits, payroll and other administrative functions. This would allow the representatives to spend more time learning the Organizational Culture and ways to improve during structural changes. By outsourcing benefits, payroll, and routine administrative tasks, human resource departments can increase efficiency and create a better work environment. The human resource department at CCCCD Is operated as a separate and neutral department of the company. The Associate vice President or Human Resources reports directly to the President to eliminate any illusion of preferential treatment to management or employees.

The human resource department is primarily responsible for proper representation of the rights of the employee and to help enforce the policies of the lnstitution. The human resource department at Collin County Community College is crucial to an effective and efficient institution. This beleaguered department often performs a thankless job dealing with ethics, diversity, technology, and discrimination issues. CCCCD Board of Directors has placed the HR unit as a neutral reporting structure, allowing representatives to perform without fear of retaliation from management or employees. The CCCCD human resources department appears to perform well and is generally respected by management and employees alike. This type of agreeable working atmosphere is key to keeping CCCCD listed as one of the top junior colleges in the DFW metroplex.

References

1. GUEST, D. (1989). Human resource management: its implications for industrial relations and trade union. In STOREY, JEd). New Perspectives on Human Resource Management, London: Routledge,p. 41-55.
2. STOREY, J. (1995) Human resource management: a critical text.1st ed.
3. London: International Thomson Business Press.TORRINGTON, D and HALL, L. (1987). Personnel Management, A New Approach. Boston: Prentice-Hall.CCCCD HR Dept. www.ccccd.edu

Don't let plagiarism ruin your grade

Run a free check or have your essay done for you

Check my essay Hire Writer