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Essay / Research Paper Abstract
A paper which considers the scope of human resource management, with specific reference to the health service. The paper looks at various ideological perspectives on HRM, including the part it plays in indirect control by management, and also at specific responsibilities and duties of HR managers in different types of organisation.
Page Count:
6 pages (~225 words per page)
File: JL5_JLhrhealth.rtf
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Unformatted sample text from the term paper:
and developed since the early days of "personnel management" in the latter part of the twentieth century. The influence of HRM in all areas of organisational culture, and its importance
to the success of the organisation as a whole, reflects the way in which it has expanded from a comparatively small and discrete element of organisational structure to a far
more pervasive ideological influence. Theoretically, therefore, defining the scope of HRM and delineating the role and duties of HR managers
should be straightforward: however, in practice, the structure and function of HRM tends to vary from one type of organisation to the next. McNamara (2005) for example defines HRM as
that area of management which is to do with "all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in
any type of organisation" (McNamara, 2005, PG) in which he also includes those areas in which working life extends into other societal spheres. HRM is not only concerned with the
employee qua employee, but also with those influences, pressures and stresses which impact on the employees life outside of the workplace: family, local and national politics, social interaction, and so
on. However, the "core roles" of HRM which McNamara lists are primarily concerned with the workplace, including as they do organisation design, change management,
staff recruitment and training, policy administration and information management. It is reasonable to assert, therefore, that the activities undertaken by HR managers are wide-ranging, flexible, and dependent upon the needs
and requirements of the particular organisation, and its employees. One could also state that in general, HRM takes a holistic perspective on the interaction between employees and organisation, sometimes to
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