Human Resources Management
Group 1 Agi Trigladi Ershine Villany
Putri Nuzula
Explain the importance of the role of HRM!
Definition
Michael Armstrong (2014)
Human Resource Management can be defined as a strategic, integrated and coherent approach to the employment,
development and well-being of the people
working in organizations
Stoner
HRM more than just a activities related to
coordinator of the HR in organization. HRM is a major contribute for the success organization.
Therefore, if HRM is ineffective it can become a major obstacle in employee satisfaction and
organizational success.
HRM Goals
Armstrong defined the goals of HRM that is to:
• support the organization in achieving its objectives by
developing and implementing human resource (HR) strategies that are integrated with the business strategy (strategic HRM);
• contribute to the development of a high-performance culture;
• ensure that the organization has the talented, skilled and engaged people it needs;
• create a positive employment relationship between
management and employees and a climate of mutual trust;
• encourage the application of an ethical approach to people
management.
The importance of role of HRM:
a.People resourcing
• People resourcing, often called ‘employee resourcing’ or simply
‘resourcing’, It is concerned not only with obtaining and keeping the number and quality of staff required but also with selecting and promoting people who ‘fit’ the culture and the strategic requirements of the organization, and aims to ensure that the organization has the people it needs to achieve its business goals.
a.Learning and development
• Learning and development is defined as the process of ensuring
that the organization has the knowledgeable, skilled and engaged
workforce it needs.
c. Performance and reward
• Performance is concerned with how well something is done and reward is with how people should be recognized for doing it.
d. Employee relations
• Employee relations are concerned with managing the employment
relationship and the psychological contract, they consist of the
approaches and methods adopted by employers to deal with
employees either collectively through their trade unions or
individually, this also includes providing employees with a voice
and developing communications between them and management.
The HRM system
Armstrong’s Handbook of Human Resource Management Practice, 13th Edition, 2014
Conclusion
That Human Resource Management (HRM) is crucial
and important because HRM is a strategic approach
to acquiring (people resourcing), developing (learning
and development), managing (performance and
reward), motivating (employee relations) and gaining
the commitment of the organization’s key resource –
the people who work in and for it, so the HRM has a
significant impact on both employees and the overall
success of the company.
The important role of HRM in the present era
What is present era
Industrial revolution 4.0
Revolution 4.0 uses artificial intelligence and artificial intelligence as its main component.
Society 5.0 uses modern technology and relies on humans ass the main component. In other
words, humans play an important role in the use
of technology.
Problems in era digital
Industry 4.0 which is full of technology, is a challenge for HR.
Now, employees between the ages of 40-60 make up a large proportion of the workforce.
In indonesia, companies face serious problems with some of the human resources. Exp :
- Weak basic skills
- Outdated knowledge - Limited learning capacity
Failing to adapt, will have losses result such as losing competent workers, losing
in business competition and even not being able to operate in the long term.
HRM duties in digital era
• The digital changes of HRM concern three focal areas: digital employees”, “digital work” and “digital employee management”
(Strohmeier et al., 2009).
a.Digital Employees
• The interaction with digital technologies has shaped a new generation of people with distinctively different attitudes, qualifications, behaviors and expectations. This generation’s people – prospective new entrants in organizations – are more multitaskers, have digital capabilities/ qualifications, they like and search for more information and networking they are learning by doing and ask for more and instant gratifications and rewards.
a.Digital Work
• Digital technologies have enabled new forms of organizing work that range from single virtual workplaces, to virtual groups, teams or communities, and even to virtual organizations. Managing such members clearly differs from managing conventional employees in a lot of aspects such as leadership, performance feedback or development, while still a lot of practical aspects are not sufficiently tackled. Human Resource managers, then, beyond recognizing the requirements of these digital changes on the work organization. Face the challenge to develop corresponding strategies and policies aided by automation.
