How To Define Human Resource Management

There are very many definitions of HRM. They are somewhat similar but have slightly different tones. Depending on the area of expertise and the field of the author, Human Resource Management is thus described from different standpoints and through various focus points.

1. Focus on the achievement of collective goals of the individual, society and organisation

• “Planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved.” Edwin Flippo
• “It is basically a method of developing potentialities of employees so that they feel maximum satisfaction of their work and give their best efforts to the organization”. Pigors and Myers
• “Human Resource Management is a species of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives” Milkovich & Boudreau
• ”The purpose of HRM is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefit from their abilities and the employees obtain both material and psychological rewards from their work” Graham

2. Focus on the achievement of the organisation’s goals

• ”HRM is a process of acquiring, retaining, developing, terminating and properly using the human resources in an organization”. Robbins and Decenzo
• “HRM deals with the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals”. Mathis and Jackson
• “HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personal techniques”. John Storey
• “The field of HRM involves planning, organization, directing and controlling functions of procuring, developing, maintaining and utilizing a labor force.” M. J. Jucious
• “Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective workforce.” Ricky W. Griffin
• “HRM part of the phase of management dealing effectively with control and use of manpower as distinguished from other sources of power.” Dale Yoder
• ”HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy.” Buchanan and Huczynski 

3. Focus on employees’ benefits

• “HRM is a process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns”. Dessler

HRM Definition By Talando

As can be seen from the above comparison, most of the specialists focus on an approach through the prism of the organisation’s objectives. This is understandable insofar as managing labour force is an expense and an investment of the employer. Fortunately, in recent years, the employee’s perspective, and the focus on the relationship between the employee’s satisfaction and the company’s profits, has been increasingly recognised.

At Talando, we believe that true success is only possible when a win-win situation is achieved. As HR consultants, we care about the well-being and success of our business partners as well as looking after the candidates’ best interests. That is why in our work we follow HRM definition that takes into account the needs of both parties. We have developed it together in our team and share it below.

Human Resources Management is a set of activities designed to bring out the full potential of employees. These include: attracting, retaining and developing the workforce, as well as organisational activities including planning, implementation, and supervision, designed to optimise work and communication between management and teams and within teams. These operations aim for employee-employer synergy to maximise efficiency and job satisfaction for both parties. They result in achieving professional and organisational goals.

This approach translates into the development of considerate and thorough strategies that guarantee tangible, long-lasting and highly rewarding results. This is because the business needs of the client are our top priority. We dive deep into our partner’s requirements until we fully understand their needs.

If you feel this is what your business needs, contact us and discover how our team of HR consultants will develop tailored-made solutions for your company and support you to navigate the workforce in a smart and effective way.