Human Resource Management (HRM)
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Human Resource Management (HRM)

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Human Resource Management (HRM)

The people in an organisation are the core source of its competitive advantage. Few would deny this simple statement, and yet it has taken many years of research and studies to clarify the connection between the way people are managed and their level of contribution and commitment to the business.  There is therefore without doubt a strong link between people management strategies and organisational performance.

The effective management and development of people at work is now accepted as the major factor that differentiates between successful and unsuccessful organisations, and is a key determinant of business growth and prosperity. Research findings have clarified the features of good people management practices that are associated with high performance and how these may be used to add value.

About Human Resource Management (HRM)

Human resource management (HRM) is the broad range of people management strategies that are implemented to match the needs of a business in achieving its corporate objectives. HRM treats the management of people as a high level strategic issue rather than solely an operational matter, but at the same time recognises (and indeed emphasises), that to be successful, the responsibility for HRM lies not only with the Human Resource specialist but with all managers, supervisors and team leaders.

Our Human Resource Management course of study offers an introduction to the subject of HRM by explaining its origins and evolution and the role it can play in progressive thinking organisations.

Aims and Objectives

The aims of the course are:

  • To provide an understanding of how the concept of HRM can raise individual performance levels in order to enhance and sustain competitive advantage
  • To provide a grounding in many key HRM practices and procedures

Those aims will be met specifically by achieving an understanding in the following areas:

  • The meaning of HRM and its development
  • The fit between HR strategy and the broader corporate strategy
  • The employment environment and human resource planning
  • The recruitment, selection and integration of new employees
  • The management of employee performance, absence and turnover
  • The management of employee grievance, discipline and dismissal