Human Resource Management policies and techniques

The term, Human Resource Management had it origin in 1970s. However the concept of management of the organisational resources pertaining to the welfare and maintenance of manpower has received the attention of mangers of institutional entities since periods dating back to the centuries. This view is supported by the fact that even in 1800 BC itself, ‘minimum wage rate’ and ‘incentive wage plan’ were included in the Babylonian Code of Hammurabi (Ashwatappa K 2002, p.16).However after the second Word War, the approach over the management of personnel widened from mere welfare to more broader visions like development, control and professionalism. By the end the last century, Human Resource Management acquired a real professional perspective and scientific discussions were initiated in the corporate world leading to formulation of accurate management technologies. The Human Resource Management Challenges were scientifically identified and Development tools for Human Resources were lately discovered.
The term, Human Resource Management is often mixed in ideology, with the term Personnel management. Though appearing similar in the outline, Human Resource Management differs from Personnel Management both in scope and orientation. Human Resource Management considers manpower as an important source or asset which can be utilised in favour of the organisation, employees and the society. It has a mutually benefiting approach benefiting the job provider, the worker and the society around the work environment. However Personnel management has a limited scope and an inverted orientation. The sole consideration of the manpower as a tool to be amended and utilized for the mere benefit of the organisation is the limitation in the approach of the concepts defined under Personnel management. Due to this circumscribed nature of the concepts under Personnel management, it was gradually replaced by the broader concept of Human Resource Management. The acceleration of this replacement across the globe was triggered as the largest professional organisation in the field of management, The American Society for Personnel Administration (ASPA) changed their name to The Society of Human Resource Management (SHRM).
The Importance of Human Resource Management
The importance of Human Resource Management is quite vital to make an organisation sustain in the corporate competitiveness of modern business. Human Resource Management would help an institution to get prepared and adapt to the continuous innovations in the corporate world. The maintenance of a state of the art Human Resource Management programme and policy would help institutions to attract quality manpower. Appropriate and optimised supply of skilled personnel can only be ensured through an accurate Human Resource Management Strategy. The efficacy of the trainings and other capacity building processes to be molded for the benefit of the organisation needs proper planning. These Human Resource trainings would prepare the work force to be ready in advance for the ever changing requirements of the industry. Another key benefit of proper Human Resource Management is that it would motivate the team and continuously upgrade them with relevance