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Human Resource Management HRM 2232 (3-706) Learning Activity 1 Kristyll Mae B. Benemerito

Introduction A business's primary goal is to make a profit. However, a company or entity cannot make much money without people with the necessary skills. Many observers and citizens in the advanced technology era believed that machines would eventually take over the jobs and responsibilities of employees in an organization. However, according to Ahammad (2017), businesses now account for a sizable portion of the global economy in terms of trade and employment. A business organization's performance is partly influenced by its human resources capacity. Employees' expertise and experience can give employers a competitive edge. Entrepreneurs who are successful exhibit their employees' appreciation and respect. They put up a great deal of effort to provide competitive pay, satisfying benefits, and positive work environments because they recognize that employees are essential to the success of any organization. Chang and Huang (2005, cited in Chai, W., & Sutner, S. 2020) believed that the most significant development component is the human being. One way to improve firm productivity through operations strategy is to improve human resource management. In this report, I will research and develop a thorough understanding of the following:

• Human resources
• Human resource management
• History of Human Resource Management
• HRM in the Era of Globalization, the Internet, and Electronic Technology - Goals and Emerging Challenges of HRM - HRM and Management of Organizations: Systems Perspective - The Future of HRM: Profession and Career In addition, I'll reflect on how I understand what Human Resource Management is. HR (Human Resource) A person's skills, knowledge, or energy can be multiplied and used to produce results, making them the most valuable resource in an organization. Human resources are defined in "Masters in Human Resources" (2021) as the staff members of the company or organization and the division in charge of handling all issues relating to employees. As per Purkey and Stevenson (2018, as cited in Alzhrani, 2020), human resources is concerned with the procedures relating to the individuals who work for the organization, both from an administrative perspective (hiring, payroll, and collective agreements) and

History of Human Resource Management According to Rotich (2015), HRM is a product of the human relations movement of the early 20th century. The function was initially governed by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation and technological advancement, HR now centers on strengtening strategic initiatives like, talent management, succession planning, industrial and labor relations, ethical considerations, and diversity and inclusion. Originally, "personnel management" was another name for "human resource management ."However, human resource management—a term that is now frequently used—was substituted for personnel management in the 1970s. This change is consistent with global trends that recognize human resources as critical for organizations. "Personnel management" refers to a group of duties or responsibilities (such as hiring, vetting, training, paying salaries, and managing labor relations) that are frequently carried out successfully but have little to do with one another or with the goals of the organization as a whole (Rotich, 2015). According to Manashree's research from 2019, "human resource management" is a relatively new concept. After the 1980s, it primarily became well-known in its modern sense. In the 20th century, relations between employers and employees improved, and human resources departments played a significant role in this change. According to Chimoga's (2014) research, human resources have recently evolved from various domains and functions, including human capital, workers, personnel, and human resources. Early in the nineteenth century, businesses were more productive, and as they grew, there was a labor shortage. HRM began to develop systematically with the beginning of the industrial revolution in Western Europe and the United States in the 1850s. The main components of the industrial revolution were the advancement of machinery, the use of mechanical energy in manufacturing, and the subsequent development of the idea of a large-scale factory employing a large workforce. In keeping with that, factory owners made their workers work long hours in unfavorable circumstances for meager pay. They were treated like machines whose main objective was to achieve profit goals. Indeed, the master-servant relationship was central to managing employees. However, human resource management has advanced from when employees were mistreated and subjected to unhealthy working conditions to the present, when they are treated with respect and dignity as partners and allies of the business or organization. The history of human resources is rich and critical, influenced by disciplines like business and psychology, the civil rights movement, and worker's rights court cases. Prior research indicates that by the middle of the 20th century, human resources was a discipline taught in universities. The duties of human resource departments have expanded in the twenty-first century, along with the demands of technology (Human

Resources MBA, 2021). Future technological development is anticipated to advance the field and maintain its applicability to businesses and their workforces. The study of human resource management is now a significant academic field and a crucial organizational management task. HRM in the Era of Globalization, Internet, and Electronic Technology In today's globalized and competitive environment, human resources are critical to an organization's efficient operation and survival. The development of technology has had a significant impact on human resource management. Technology innovation has resulted in a sudden change in form, structure, and employment needs, from manual workers to knowledgeable employees. The priority of HRM is to maximize employee performance in line with the goals established by an organization. Globalization, expanding organizations, shifting social and cultural norms, easy access to information, and HRM is all effects of these factors. Human resources departments are evolving due to the numerous, complex challenges and opportunities that modern businesses face. Human resource progression today is an explicit result of the rapid changes occurring within industries due to factors such as globalization. According to research by Sharma (2019), "globalization" refers to expanding the network of international economic activity and transactions and increasing the flow of resources and goods across national boundaries. It is anticipated that globalization will quicken economic growth in developing nations. Technological, economic, political, and cultural exchanges are all made possible by infrastructure, transportation, and communication improvements. Product diversity has increased as goods have become more varied, improved, and have shorter life cycles. Technology knowledge has spread, and low-cost manufacturing locations have appeared worldwide. Multinational companies need to enhance their capacity to access multiple sources of technology in various countries in response to this expansion of technological capability (Dr. R. Saranya, Dr. A. Asok, 2019). In the era of globalization, there are opportunities to expand into new markets, create better job opportunities, and pay skilled workers more. The difficulties are numerous as well. In addition, many practices used in modern human resource management have been influenced by human resource information technology, including Providing up-to- date data to aid the human resource management department in planning, supervising, and making decisions. Also, modify the process for gathering data about employment, hasten information processing, and improve internal and external communication. Globalization represents the unrestricted transfer of technology and human resources across international borders, creating a dynamic and aggressive business

From a systems perspective, management sees the organization as a unified, purposeful system of interconnected parts. This approach allows the manager to view the organization as a whole and a component of the larger external environment. According to Jenkins and Youle (2017), a systems approach to management is the study of a firm in its entirety so that its human and material resources can be organized to achieve its overall objectives as efficiently as possible. Because of the greater complexity of organizations and the escalating potential of automatic computers, this approach is now becoming essential. According to Gordon (2022), the systems approach evaluates the system's overall effectiveness rather than its subsystems' effectiveness. This enables the application of system concepts across organizational levels rather than focusing solely on the objectives and performance of individual departments (subsystems). Although it defines the system as a whole, it also emphasizes subsystems, components, and their roles in the overall system. It is closely related to systems thinking (MBA Skool Team, 2022). Thus, the systems perspective of HRM takes a unified view of management. It determines the cause of a phenomenon in the context of all factors influencing it. It emphasizes how one subsystem of the organization's management should be taken concerning others because other subsystems become problems if one subsystem is not traced into the subsystems only but in a much broader context (HRM and System - HRM- Systems Perspective, n.d.). The Future of HRM: Profession and Career Human resource management careers and professions can carry you on several paths and even into businesses and institutions of all sizes and types. As the field evolves, more skilled professionals will be needed to handle the challenging issues businesses face while upholding organizational values and culture. Human resource management encompasses many job titles (Miller, 2021).

• HR Specialist
• HR Generalist
• HR Manager
• HR Director
• HR Business Partner
  • Talent Acquisition Specialist
  • Recruiter and Recruiting Manager
  • Compensation and Benefits Analyst
  • Employee Relations Manager

HRM graduates can find work in various industries, as all major corporations have an HR department (What Can I Do with a Human Resource Management Degree? | Prospects.Ac.Uk, 2021).

• small, medium-sized, and large private companies in a range of sectors
• the public sector, e.g. the Civil Service and local authorities, and the NHS
• voluntary organizations, such as charities, which may employ both paid staff and volunteers.
• Opportunities are available in areas such as human resources, recruitment, learning and development, and general management. Typical employers include: - banking and finance firms - charities and not-for-profit organizations - engineering companies - hospitals - IT and technology firms - leisure and tourism companies - local and central government - media companies - production and manufacturing firms - retail companies - schools, colleges and universities - specialist consultancies.

References What Is Human Resources? – Human Resource Management. (2016). 1.1 What Is Human Resources? – Human Resource Management; open.lib.umn.edu. https://open.lib.umn.edu/humanre sourcemanagement/chapter/1- 1 - what-is-human-resources/ Armstrong, M. (2006). A Handbook of Human resource Management Practice 10th^ Edition (tenth edition). Kogan Page Business Books Chai, W., & Sutner, S. (2020, December 4). human resource management (HRM). SearchHRSoftware. https://www.techtarget.com/searc hhrsoftware/definition/human- resource-management-HRM Chang, W. A. and Huang, T. C. (2005) Relationship betweenStrategic Human Resource Management and Firm Performance a contingency Perspective. International Journal of Manpower 2 6(5): 434-449. Chimoga, I. (2014, April). The evolution of human resource management. https://www.academia.edu/ 32/THE_EVOLUTION_OF_HUM

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T_Introduction Gordon, J. (2022). Systems Theory of Management - Explained. The Business Professor, LLC. https://thebusinessprofessor.com/ en_US/management-leadership- organizational-behavior/systems- theory-of-management HRM and System - HRM-Systems Perspective. (n.d.). BrainKart. Retrieved 2018, from http://arts.brainkart.com/article/hr m-and-system---hrm-systems- perspective-735/ Human Resources MBA. (2022, July 14). What Is the History of Human Resources? Human Resources Degrees. https://www.humanresourcesmba .net/faq/what-is-the-history-of- human-resources/ Jenkins, G. M., & Youle, P. V. (2017). A Systems Approach to Management. Journal of the Operational Research Society , 19 (1). https://doi.org/10.1057/jors.1968. 3 Manashree, C. (2019, May 2). Evolution of Human Resource Management (HRM). Economics Discussion. https://www.economicsdiscussion .net/human-resource-

management/evolution-of-human- resource-management- hrm/ Masters in Human Resources. (2021, August 12). What is Human Resources | HR | What is Human Resource Management. Masters in Human Resources | MBA in Human Resource Management. https://www.humanresourcesedu. org/what-is-human-resources/ MBA Skool Team. (2022, January 14). Systems Approach - Meaning, Importance, Factors & Example. MBA Skool. https://www.mbaskool.com/busin ess-concepts/marketing-and- strategy-terms/18238-systems- approach.html Miller, K. (2021, May 14). What is Human Resources Management: Careers, Skills, Trends. Northeastern University Graduate Programs. https://www.northeastern.edu/gra duate/blog/what-is-human- resource-management/ Phanwattana, P., & U-on, V. (2017b). A Literature Review of Strategic Human Resource Management. Silpakorn University Journal of Social Sciences, Humanities, and Arts , 17 (1). https://www.thaiscience.info/Jour nals/Article/SUIJ/10984824.pdf Saranya, D. R., & Asok, D. A. (2019). Globalisation and Its Impact on Human Resource Management. Journal of Research in Humanities and Social Science , 7 (4). https://www.questjournals.org/jrhs s/papers/vol7-issue4/Ser- 2/E0704022124.pdf Saranya, Dr. R., & Asok, Dr. A. (2019, May). Globalisation and Its Impact on Human Resource Management. https://www.questjournals.org/jrhs s/papers/vol7-issue4/Ser- 2/E07040 22124.pdf Sharma, J. K. (2019). Impact of Globalization on Human Resource Management. International Journal of Scientific Development and Research (IJSDR) , 4 (2). https://www.ijsdr.org/papers/IJSD R1902015.pdf Storey, J. (2007). Human Resource Management A Critical Text: A Critical Text (3rd ed.). Cengage Learning. Taslim Ahammad. (2017). Personnel Management to Human Resource Management (HRM): How HRM Functions? Journal of Modern Accounting and Auditing , 13 (9). https://doi.org/10.17265/1548- 6583/2017.09. Understanding the Human Resources (HR) Department. (2022, June 24). Investopedia. https://www.investopedia.com/ter ms/h/humanresources.asp What can I do with a human resource management degree? | Prospects.ac.uk. (n.d.). Prospects. Retrieved 2021, from https://www.prospects.ac.uk/care ers-advice/what-can-i-do-with- my-degree/human-resource- management