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Edu 240 - Educational Management

The document discusses how the eight guiding theories in human resource management are related to the fundamentals of human resource management. Both emphasize important HR functions like talent hiring, onboarding, training management, performance appraisal, and workforce engagement. These include recruiting and hiring top talent, orienting new employees, educating on responsibilities and resources, reviewing and rewarding performance, and fostering employee satisfaction and engagement. The HR fundamentals encompass all aspects of managing employee experience from hiring to departure.

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Eucane Nyimba
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18 views3 pages

Edu 240 - Educational Management

The document discusses how the eight guiding theories in human resource management are related to the fundamentals of human resource management. Both emphasize important HR functions like talent hiring, onboarding, training management, performance appraisal, and workforce engagement. These include recruiting and hiring top talent, orienting new employees, educating on responsibilities and resources, reviewing and rewarding performance, and fostering employee satisfaction and engagement. The HR fundamentals encompass all aspects of managing employee experience from hiring to departure.

Uploaded by

Eucane Nyimba
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 3

Human Resource management (HRM) is the practice to manage employees and fulfil

organizational requirements. Human resource management is an approach to meet one’s


requirements and motivate them to perform at their best. The human resource management
includes certain roles and responsibilities of HR. Therefore, this paper endeavours to discuss
using concrete illustrations and with reference to my own situation, how the eight (8) guiding
theories in Human Resource management are related to the fund fundamentals of Human
Resource management.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management because they both stresses on talent hiring. Recruitment is no
kid’s game when it comes to filling 15 vacancies within a month or two. Captivating, screening,
scheduling interviews, following-up with rounds, etc. take a huge of your efforts and time. The
role of HR manager here is not just to fill in the desks, instead talent acquisition is the need here.
Talent hiring is one of the most important HR responsibilities. Before getting straight into the
recruitment, functions of human resource involve proper plans and execution plan to not miss
any candidate or round (Dessler, 2005).

Equally, the eight (8) guiding theories in Human Resource management are related to the
fundamentals of Human Resource management because they both emphasize on onboarding.
Once you conclude with hiring people, it is one of the very important functions of human
resource department to orient them to the organization. This ensures that the new joiners feel
comfortable and blend in quickly with the culture (De Cenzo, & Robins, 1998).

Effective onboarding as HR solution does, ensures smooth orientation process (Price, 2007). For
instance, proper training management wherever necessary needs to be done. An employee must
be well-aware of their responsibilities and resources. Onboarding and training are two crucial
functions of HR as it decides the make and break of employee relations with management.

Also, the eight (8) guiding theories in Human Resource management are related to the
fundamentals of Human Resource management as they both emphasize of training management.
Improper training program can be responsible to employees leaving the organization with 2
months of joining. For instance, no clear statements and work responsibilities can force them to
quit. Transparency at company goals and resources can help motivate employees to work at their

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best and deliver the needed. Educating effectively on company requirements and their
contribution can help retain the employee. Company growth with clear communication is what
helps the employees most (Mckenna & Beach, 2008).

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management because they both emphasize on performance appraisal.
Rewarding an employee is one best way to recognize their hard work and dedication. Reviewing
and rewarding is a good practice and one of the important functions of HR. With regular
recognition of hard work and good intuition towards a business growth promotes growth in
performance and improved productivity (Pattanayak, 2006). For instance, automated platform
like human resource management software (HRMS) helps in accurate feedbacks and reviews to
employee based on his/ her performance.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as they both emphasize on workforce engagement. Managing
employees is every HR’s big game. Keeping them acknowledged and satisfied with activities and
HR strategies is important for the human resource department. After all, employees are the pillar
of any organization. Managing the right way can win you improved productivity and less
employee turnover (Walker, 1980). For instance, the workforce engagement and management
solutions help foster better employee relations at base. It also promotes better work environment.
One most popular and effective employee engagement tip could be employee empowerment.

In conclusion, this paper has discussed the eight (8) guiding theories in Human Resource
management are related to the fund fundamentals of Human Resource management. The HRM
definition itself hints at major functions of human resource. The prime function of HRM is to
fulfil staff needs and employee experience along with monthly payroll. The functions of human
resource management may read from hiring interns to the full and final settlement of people
leaving the organization.

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REFERENCES

De Cenzo, D. & Robins S. (1998). Personnel/Human Resource Management. New Delhi:


Prentice Hall.
Dessler, G. (2005). Human Resource Management. Pearson: Prentice Hall.

Dessler, G. & Varkkey B. (2009). Human resource management. New York: Prentice Hall.

Mckenna, E. & Beach N. (2008). Human resource planning. A Concise analysis: Sussex:
Pearson Education Ltd.

Pattanayak, B. (2006). Human Resource Management. New Delhi: Prentice Hall.

Price, A. (2007). Human Resource Management in a Business Context. South Western: Cegage
Learning.

Walker, J. (1980). Human Resource Planning New York: McGraw-Hill.

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