Talk:Human resource management/Archive 1

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Early HRM definition[edit]

Human Resources Management (HRM), which encompasses all the tasks involved in acquiring, maintaining, and developing an organization's human resources, is the part of an organization or firm that helps a company to reach its goals and then oversee their training and development, motivation, evaluation, and compensation, all of which are critical to a company's success. Due to the accelerating rate at which today's workforce, economy, corporate cultures, and legal environment are being transformed, the role of HRM is increasingly viewed as a strategic one. 

Courtland L and John V. Thill. "Understanding What Human Resources Managers Do."
     Business in Action. Ed. Jeff Shelstad. 3rd ed. New Jersey: Pearson Education, Inc.,
     2005. 249.

--Kbgtech3 06:18, 5 December 2005 (UTC)[reply]

Shouldn't this page be linked directly?[edit]

http://en.wikipedia.org/wiki/List_of_human_resource_management_topics

Hi all. I added some info to the HRM theory section. It needs a lot more fleshing out though. If anyone has any basic descriptive info on HRM then itd be well appreciated. Thanks BrightonRock101 15:56, 14 December 2006 (UTC)4hrht[reply]

Greater Critical Theory Needed[edit]

Much of the debate of HRM in academia is based on understanding the critiques of the HRM movement, particularly whether it is a true change or a simply change of label? What has changed? A better understanding of people for the benefit of people or for a better method of control? Is it largely Pseudo in nature?

Current Topic In Human resource management which has been published within last 6th month[edit]

hi i wana know the current topic on hrm which has been published within last sith month —Preceding unsigned comment added by Haresh1984 (talk • contribs) 23:21, 5 September 2008 (UTC)[reply]

Better references[edit]

Just wanted to point out that Miller(1989) is not included in the references. It would be good to have Miller included in the references. —Preceding unsigned comment added by Yeokaiwei (talk • contribs) 17:11, 21 October 2008 (UTC)[reply]

Protecting the Employer?[edit]

I am not a HR professional, so can only write from experience; but one of the main functions of HRM seems to be to protect the employer from their employees. Most HRM seems to involve ensuring processes are followed and checks completed so that they can claim they treat employees fairly and do not leave employers open to actions from disgruntled (ex)employees. Concepts such as Career Development (for example), are thus presented as a series of check-points that merely exist to prove that a Career Development process is in place and is being followed. Likewise policies on Diversity; HRM exists to ensure employees cannot claim discrimination and if they do any potential discrimination was against the employer's policies and therefore is not their responsibility. Any comments? Markb (talk) 13:17, 10 May 2010 (UTC)....[reply]

Merge information from HRM models into this article[edit]

Information in HRM models would help to improve this article and its completeness. Northamerica1000(talk) 03:15, 13 October 2011 (UTC)[reply]

Wiki Education Foundation-supported course assignment[edit]

This article is or was the subject of a Wiki Education Foundation-supported course assignment. Further details are available on the course page. Student editor(s): Kschmick.

Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT (talk) 22:39, 17 January 2022 (UTC)[reply]

Wiki Education Foundation-supported course assignment[edit]

This article is or was the subject of a Wiki Education Foundation-supported course assignment. Further details are available on the course page. Student editor(s): Aareanwooten.

Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT (talk) 23:59, 16 January 2022 (UTC)[reply]

organisational structure[edit]

what is an organisation structure? — Preceding unsigned comment added by 196.2.76.229 (talk) 12:51, 13 February 2012 (UTC)[reply]

Please consult the article on organizational structure. —Eustress talk 14:57, 13 February 2012 (UTC)[reply]

haw can i you for me unvarsty — Preceding unsigned comment added by 62.201.214.188 (talk) 16:26, 14 June 2013 (UTC)[reply]

Move?[edit]

I reverted edits by JorisvS to move this page and rename as "Human-resource management" (with a hyphen). The current nomenclature would appear to be the common name by most any standard. Is there any strong case otherwise? —Eustress talk 22:12, 18 September 2013 (UTC)[reply]

No there is no case anywhere in the HR world. NB the same user has also done this change to Human resource consulting and Human resource policies. I have requested moves back in all three so these two are still outstanding, assuming you are an Admin can you assist there too please? I think from recollection there is also one for an IT related discipline which has been currupted by this user in this way.Tmol42 (talk) 00:34, 19 September 2013 (UTC)[reply]

would it be appropriate to include efficacy studies?[edit]

I'm having a great deal of trouble finding empirically derived research on this topic. mostly all i can find is highly theoretical business jargon accompanied by no data gathering or poorly design qualitative data gathering. which leads many essays on the subject to suggest various systems without justification. would it be helpful to include a topic section that discussed the efficacy of HR? — Preceding unsigned comment added by 118.208.212.101 (talk) 05:07, 10 February 2014 (UTC)[reply]

Subjective List of journals in article necessary?[edit]

This article has quite a long list of what appears to be some editor's favorite journals. Many more could be added too? I suggest they are taken out of the article entirely, or expanded significantly, for balance and not present a possibly biased, and definitely, a subjective list of journals as they currently stand? Thoughts from other editors first, and before I edit that section accordingly please?Mrm7171 (talk) 01:27, 13 April 2014 (UTC)[reply]

ASTD is now ATD[edit]

The American Society for Training and Development (ASTD) is now the Association for Talent Development (ATD), a non-profit association for workplace learning and performance professionals.

[1] (The titles of this referenced page and the disambiguation page should also be changed from ASTD to ATD.)

Random Edits[edit]

These two articles could be their own section because I think both of these topics are important to the evolution and current trends in the Human Resources field.

Virtual HR [1] The current and increased significance of information technology in Human Resources processes.

Diversity and International Issues [2] With the increase in globalization and diverse work spaces, human resource professional place more emphasis on these topics.

These two articles could be helpful in adding more bulk to the history of Human Resource Management section.

Evolution of HR [3] Tracing Human Resources through its beginning to now, including research from the Society of Human Resources Management (SHRM)

Principles of Management [4] The history of Human Resources, from just a general management role to personnel management. The early stages of the field and its transition to more specialized functions.


Bobs.domains (talk) 22:25, 14 August 2014 (UTC)[reply]

References

  1. ^ Lepak, David P., and Scott A. Snell. "Virtual HR: Strategic Human Resource Management in the 21st Century." Human Resources Management Review 8.3 (1998): 214-34. Web. 22 Feb. 2016.
  2. ^ McMahan, Gary C., Myrtle P. Bell, and Meghna Virick. "Strategic Human Resource Management: Employ Involvement, Diversity, and International Issues." Human Resources Management Review 8.3 (1998): 193-214. Web.
  3. ^ Lengnick-Hall, Mark L., Cynthia A. Lengnick-Hall, Leticia S. Andra, and Brian Drake. "Strategic Human Resource Management: The Evolution of the Field." Human Resources Management Review 19.2 (2009): 64-85. ScienceDirect.com. Web. 22 Feb. 2016.
  4. ^ Griffin Ricky (2007), Principles of Management, Houghton Mifflin Company, Boston, USA.

Reverted long self-referential passages[edit]

Both here B&diff=prev&oldid=711654929 and in the article a few days ago. My concerns are that the new user is self-citing, when we don't know if they're a reliable source. This type of editing also tends to look self-promotional in nature, and it may constitute copyright violation, as well, though that's more a hunch than a certainty. 2601:188:0:ABE6:65F5:930C:B0B2:CD63 (talk) 03:06, 24 March 2016 (UTC)[reply]

Peer Edit[edit]

Aarean, I think you have a really good amount of information, and I am really impressed with how you managed to include as much information as you did regarding the amount that was already in the article before you started editing. I also think you included a good use of multiple sources. To improve this article and avoid redundancy, I would combine some of the lead section information with the history, like when it talks about the 20th century human relations movement. I think that your arcfhhticle sounds very neutral which is important for Wikipedia, and you have done a great job of informing be about Human Resource Management! i think this

Kuzavaam (talk) 19:06, 31 March 2016 (UTC)[reply]

"Human resource management" has significantly more hits than "human resources management", even in combination with other words. If the pages are merged then "Human resource management" should be the preferred term. --Nicholas0 (talk) 10:54, 8 October 2016 (UTC)[reply]

Human Resources Management[edit]

I've turned Human Resources Management into a redirect here (again). It was a copy/paste of this page, which is WP:CUTPASTE problem which destroys attribution, as well as being a CFORK, which leads to pointless confusion. If there really is enough of a difference to call for two different article, this was absolutely not the way to do it. Grayfell (talk) 01:18, 20 October 2016 (UTC)[reply]

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