Human Resource Management (HRM) is about managing people at work so that organisational goals and employee needs are met together. HRM is important because people are the most critical resource—technology, capital and strategy work only when the right people are hired, developed, motivated and retained.
This topic is theory-heavy and very scoring if you write:
You should be able to:
Human Resource Management (HRM) is the process of:
One-line exam definition: HRM is the effective management of people to achieve organisational goals and ensure employee satisfaction.
HRM is:
Scope covers all activities related to employee lifecycle:
Flow (employee lifecycle): Plan → Recruit → Select → Train → Appraise → Compensate → Retain/Engage → Separate
Objectives can be grouped as:
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Characteristics of HRM (any three):
Thus, HRM is a continuous and organisation-wide people management function.
Scope of HRM includes (any three):
These activities cover the employee lifecycle from planning to separation.
Human Resource Management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. The overall purpose of human resources (HR) is to ensure that the organization is able to achieve success through people.
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Human Resource Management (HRM) is about managing people at work so that organisational goals and employee needs are met together. HRM is important because people are the most critical resource—technology, capital and strategy work only when the right people are hired, developed, motivated and retained.
This topic is theory-heavy and very scoring if you write:
You should be able to:
Human Resource Management (HRM) is the process of:
One-line exam definition: HRM is the effective management of people to achieve organisational goals and ensure employee satisfaction.
HRM is:
Scope covers all activities related to employee lifecycle:
Flow (employee lifecycle): Plan → Recruit → Select → Train → Appraise → Compensate → Retain/Engage → Separate
Objectives can be grouped as:
Quick table:
Strategic HRM links HR policies to business strategy. Example: If business strategy is “innovation”, HR focuses on hiring creative talent, building learning culture and reward systems that support experimentation.
Both share responsibility: Line executes; HR designs/supports systems.
HRM helps to:
HR planning → recruitment/selection → training → appraisal → compensation → employee relations → welfare/safety → separation
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HRM objectives can be grouped into organisational, employee and societal objectives.
A good HRM system balances organisational performance with employee well-being and legal/ethical responsibilities.