Explain the different Perspectives on HRM.
List of different perspectives on Human Resource Management (HRM).
The legitimacy of HRM function increased due to the discrimination based litigation during the 1970’s and it boosted the International competition leading to conceptual trends in HRM function like linking human resources to strategic management, need to select, train and compensate individuals to function in an international market place. Understanding political dynamics and quantitative estimates of the money value contributions made by HRM.
Environmental Perspectives on HRM:
It deals with the legal environment and serves as a filter for merging facts and values in society and includes wages, working time and mainly the union management relations.
Strategic Perspective on HRM:
SHRM is defined as the pattern of planned human resource deployments and activities intended to enable an organization to achieve its objective’s. What separates or distinguishes HRM from the traditional personnel function are the integration of It emphasizes strategy and planning rather than problem-solving and mediation, so that employee cooperation is delivered by programmes of corporate culture, remuneration packaging, team building and management development for core employees, while peripheral employees are kept at arms length.
Political Perspective on HRM:
Politics is defined as the management of shared meaning by the individuals, groups or organizations. The influence of politics has a significant part on the HRM function. This view of politics allows you to better understand the role of influence in HRM.
Interpersonal Perspective on HRM:
The changing role of HRM due to growth of competition and rapid expansion of businesses gave new challenges for firms going overseas. This resulted in the need to select and train the individuals who have interpersonal perspective and are able to work in a foreign culture. Therefore programmes featuring international management and cross cultural training have increased in value.
Evaluation Perspective on HRM:
This perspective judges HRM function as efficient but ineffective, effective but inefficient, ineffective and inefficient, or effective and efficient the desired status through its evaluation process.