Historical development of the Role of Human Resource Management Essay

Historical development of the Role of Human Resource Management - Essay Example Human resource management is in charge of compelling the recruited employees to be committed to their work. It evaluates the performance of the employees and it advocates for the best human assets integration to ensure the maximum efficiency in an organization. Human resource management transforms the personnel in an organization into human resources, placing emphasis on their efficiency (Heathfield, 2012). Human resource management is the function in an organization that deals with all the relations of the human assets that enhance their wellbeing in the working area. It focuses on the recruitment and evaluation of the human assets. It does a follow-up on the performance of the employees and it ensures that the relations between the human assets provide an atmosphere that motivates them. It is a strategic management plan that looks into people’s issues and solves them through the integration of various organizational policies. Human resource management is a vital function for any company looking to enhance its performance in the production of quality goods and services. HRM adds value to the organization through analyzing the performance of the employees when subjected to various programs (Marler, 2012). HRM enables the employees to contribute their ideas, which are addressed individually for the sole purpose of ensuring that all the employees in the organization achieve their highest level of efficiency. HRM is in charge of driving the employees towards achieving the common goals in the organization. HRM is a positive response to the fact that the human assets in an organization are the most important assets. Historical background of Human Resource Management Human resource management has been in existence for a very long time and it has evolved from a simple to a very complex and strategic function. The principles of human resource management were set in use since the prehistoric days when the people would use certain values to select their leaders. A fter the successful selection of a leader in the social or political scene, the leader would then pass on the knowledge he gathered to his successor and so forth. This was a form of human training. The leaders had to have outstanding knowledge in certain areas, and the heirs would be trained before they took power. This was the most basic form of human resource management, which was aimed at ensuring that the leaders were efficient and committed to their work before they could be allowed to rule (Khilawala, 2012). Historical records indicate that the first people to screen their employees were the Chinese and the Greeks. This was done by a separate function in the early organizations – the most qualified people who have obtained jobs would be constantly evaluated and provided with training for their work. Human resource management has been given several names during its evolution. It was first recognized under the name â€Å"personnel management†. Personnel management gained popularity in the late years of the 19th century. During this period, the organizations would organize welfare officers’ teams whose main responsibility was to address the requirements of laborers. The welfare officers were solely females. Later on, in the early 20th century, the task of the welfare officers became too demanding, and organizations developed a new function named

Final Paper Employee Retension Assignment Example | Topics and Well Written Essays - 1250 words

Final Paper Employee Retension - Assignment Example Dundon, et al (2004) assert that employees leaving organization(s) can be very detrimental since the firm loses investment in training as well as the experience of the employees who has left. Moreover, losing an employee is a loss in terms of productivity and cost injected in training, facilitating the employee, and his or her replacement. Firms are therefore obliged to be vigilant on the potential factors that are likely to lead to employees quitting their institutions. According to Sarah (2009), the retention of employees is even more difficult in the nonprofit based organizations. They need to attract as well as retain these talents and skills since without these they are unable to achieve their mission and ultimately vision. Nonprofit organizations are perceived to lack the retention strategy of the staff. The retention process is a continuous process. Firms should emphasis on retaining their staff from the onset in that the retention strategy begins from when the employees are on board; during the recruitment process; and throughout the cycle of the employment. However, Zajkowska (2012) explain that employees leave firms for several reasons and this requires employers to pay close attention to the employees need and device appropriate and effectively retentions mechanisms. Some of the perceived reasons for this problem are: the employees viewing their jobs as not to their perceived expectation; lack of coaching or feedback of their performance; lack of prospects for growth and opportunities for advancement; the feeling of their input to the organization being undervalued and not appreciated; the need to balance life and work due to stress that emanate from daily work experience; remuneration of their services; and lack of trust in the individual in the position of leadership or management of the organization. Ruth (2010) elaborates that organizations are in the dilemma on whether to inject more