Critical Study of Human Resource Management

Introduction

Human resource management is a huge subject which essentially deals with employees , and interaction between employers and employees Employees include wage workers , hired labor , contract labor , temporary and permanent employees . The subject of HRM deals with management of people who are employed in various organizations , industries and in other corporate sectors to consider the and discipline beginning from the process of selection , recruitment , application processing fixing salaries , incentives and performance evaluation . In fact HRM is the key factor for each and every employee to get promoted , to receive benefits

basing on the performance that is provided by an employee . HRM plays a significant role to develop , train , motivate , retain employees in every aspect of organization . There are both positive and negative side effects for HRM with the fact that for those who perform well in organizations receive awards , rewards and benefits whereas on the negative side , poor performance , chronic absentees and misconduct employees are terminated from organizations which is possible only through the application of principles of HRM . HRM is such an interesting field that it provides good and excellent opportunities for career aspirants , arranges organizations in a discipline and brings good benefits and recognition to efficient employees which means that HRM provides a 360 degree feedback to the organizations about employees performance beginning from recruitment , as to what kind of duties and responsibilities that have been assigned to each employee , how each employee is performing , what are the extra skills and talents that are available in each employee through which an organization can benefit are there any stiff-necked employees ? If there are any , how to deal with such employees ? Techniques to handle and manage people are available in HRM which basically moulds and motivates employees that is aptly required for an organization . To this fact , each organization has a particular and specified objectives , goals , aims and principles to which all employees have to adhere and in to exercise this sort of and discipline in organizations through the medium of HRM . HRM is professionally organized subject wherein many HR gurus have researched many concepts and thoroughly concluded the facts about employees working and implementation . Accenture has listed fifty HR gurus whose names viz , Micheal E .Porter , Tom Peters , Robert Reich , Peter Drucker , Peter Senge , Gary S .Becker , Gary Hamel , Alvin Toffler , Hal Varian , Daniel Goleman , Rosabeth Moss Kanter , Ronald Coase , Lester Thurow , Charles Handy , Henry Mintzberg , Machel Hammer , Stephen Covey , Warren Bennis Hon .Bill Gates , Jeffrey Pfeffer , Philip Kotler , Robert C .Merton C .K .Prahalad , Thomas H .Davenport , Don Tapscott , John Seely Brown , George Gilder , Kevin Kelly , Chris Argvris , Robert Kaplan , Esther Dyson , Edward de Bono , Jack Welch , John Kotter , Ken Blanchard , Edward Tufte , Kenichi Ohame , Alfred Chandler , James MacGregor Burns , Sumantra Ghoshal , Edgar Shein , Myron S .Scholes , James March , Richard Branson , Anthony Robbins Clay (ton ) Christensen , Michael Dell , John Naisbitt , David Teece , Don Peppers . All of the above prominent and professional HR gurus are billionaires which includes Bill Gates and Michael Dell who are the...