Philosophy of HRM

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Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (http://en.wikipedia.org/wiki/Human_resource_management)

Human resource management as rightly said by someone is like gardening where HR managers strategize how to nurture employees, help them grow and be fruitful for the organization as well as themselves.

The main goal of any HR management is to retain the trained employees. Underlying this goal is the philosophies of HR which help in achieving the goals of an organization.

PHILOSOPHIES OF HRM
1. Hold the employees at the center stage of the organization - EMPLOYEE CENTRIC POLICIES
2. Provide a learning platform, freedom to think, innovate, challenging areas of work.
3. Understand and predict human behavior
4. In a particular organization context HRM philosophy shapes the way the employees are managed in that organization

HRM is the backbone of any organization because it's not the technology that builds an organization it's the people who use that technology and that is why managing those people is of utmost importance to any company.

Paper on the addressing the philosophy of HRM; the paper should include things that are deemed to be the most valuable to HRM. Examples should include things such as you running a department and how you would intend to manage the human resource asset for the company.
While running a department which is dependent on other departments of the organization, the HR policies become a bit tricky, as the communication within the department as well as inter-department becomes crucial. Employees will work for a company only if they are motivated enough. This motivation could vary from person to person, from department to department because the needs and desires of a department and an individual vary respectively. Therefore for management of human resources in a department the HR managers need to strategize their policies in a way that they fit with the goals of an organization as well as satisfy the individuals working towards them. The employees need to feel that they are a part of the organization and not just working for it. The policies should be employee centric keeping the department's goals and objectives in mind. Rewards and appraisals are one side of motivation whereas learning and individual growth is the other. There are people who would go for a better profile and learning as compared to a better package, this is an individualistic choice, but it's important that there is flexibility in the HR policies so that every individual gets what he wants r expects from his job. This improves the satisfaction levels and reduces the attrition rate.

For any department to progress the team effort behind the scene is very important. For instance, a sales target in a retail store can't be achieved just by the manager or sales person but a collective effort of all which would even include your visual merchandisers, sourcing managers, category managers, sales analyst, sales person, maintenance staff etc. Therefore, one can say that team building is very important in any HRM program. Team building can be done when the managers understand the behavior of individuals, their strengths and weaknesses and put the people who complement each other in one team. There are times when there are people who are tough to deal with or from an individual's point of view you can't get along with a few in the organization. This is nothing but a few clashes due to different opinions, backgrounds, and experiences etc., therefore the responsibility of the HR program lies wherein they could help people from different walks of life to come together and build a team. It's challenging and this is where the strength of an HR department should be.

The HRM philosophies are very important because if followed they pave the way for managing people who are the crucial part of existence of an organization.

Managing people is much more of an art than it is a science. There is no secret formula or set of rules to follow. Like any true art it takes personal style and a relentless commitment to developing that art. (http://www.wikihow.com/Manage-People)

STEPS TO BE FOLLOWED: - (http://www.wikihow.com/Manage-People)
1. Rid your mind of the word "manager" and replace it with "leader". Leaders don't require titles or promotions, they are people that inspire and motivate without regard to the setting or the team.
2. Keep a ...