HUMAN RESOURCE MANAGEMENT
Definition-1: (John Storey, 1995) Human resource
management 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.
Definition-2: A strategic and coherent approach to the
management of an organisation`s most valued assets-
the people working there who individually and
collectively contribute to the achievement of its
objectives.
Key Concepts:
• Distinctive approach to employment management
• Competitive advantage
• Deployment of committed & capable workforce
• A strategic and coherent approach
, VERSIONS OF HRM
John Storey (1995), in New Perspectives on Human resource
management, made a distinction between two versions of
HRM.
1. HARD HRM: It emphasises the need to manage people in
ways that will obtain added value from them and thus
achieve competitive advantage. Thus it concentrates on
quantitative, measurable criteria, control and performance
management. The hard approach emphasises:
• The interests of management
• Adopting a strategic approach that is closely integrated with
business strategy
• Obtaining added value from people by the process of human
resource deployment and performance management
• The need for a strong corporate culture expressed in mission
and value statements and reinforced by communications,
training and performance management process.
Definition-1: (John Storey, 1995) Human resource
management 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.
Definition-2: A strategic and coherent approach to the
management of an organisation`s most valued assets-
the people working there who individually and
collectively contribute to the achievement of its
objectives.
Key Concepts:
• Distinctive approach to employment management
• Competitive advantage
• Deployment of committed & capable workforce
• A strategic and coherent approach
, VERSIONS OF HRM
John Storey (1995), in New Perspectives on Human resource
management, made a distinction between two versions of
HRM.
1. HARD HRM: It emphasises the need to manage people in
ways that will obtain added value from them and thus
achieve competitive advantage. Thus it concentrates on
quantitative, measurable criteria, control and performance
management. The hard approach emphasises:
• The interests of management
• Adopting a strategic approach that is closely integrated with
business strategy
• Obtaining added value from people by the process of human
resource deployment and performance management
• The need for a strong corporate culture expressed in mission
and value statements and reinforced by communications,
training and performance management process.
