This paper illustrates that HRM theory and practice defines various elements relating to the development of an organization’ s workforce. HRM department has the responsibility of selecting, recruiting, assessing, and attracting employees that best match an organization’ s culture, needs, and practice. Moreover, the HRM practice entails the establishment of the framework that values employees’ well-being and development through improvement of working conditions and training. However, modern business characterized by competition and limited resources has changed the theory and practice of HRM. HRM practice has currently focused on rigorous and strategic processes to recruit, select, and establish an effective employee base within organizations.
Human resource managers currently seek to improve ethical awareness amongst their employees to rhyme with market trends and need for corporate social responsibility. The advent and need for corporate social responsibility have revolutionized HRM theory and practice to establish employees that embrace morality, integrity, and customer-orientation. Labor management practice has evolved since 19th century coupled with effects of World Wars. During the 1990s before the start of the First World War, men dominated labor management with women given inferior roles with the labor market.
Most women were unskilled and contributed less to management decisions within multinational companies. However, with the start of First World War, women began gaining management roles in corporate companies. Engagement of men in war issues caused an increase in employees demands within the industrial sectors. Though unskilled, women worked managed to work in the organizations and rose through management ranks. However, they received lower pay rates and fewer benefits compared to men. However, the start of the 1960s established the change in labor-management, especially after constant women protests and movements.
For instance, Dagenham case that resulted in women protests caused the industrial revolution with acceptance of the female employees into leadership and management in organizations.
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