The term human resource management and employee relations are often heard in the public press as well as industry experts. Each time you hear these terms, the image of an efficient manager busy working in a dazzling office comes to mind. Seriously?” By providing a broad overview of the subject and introducing readers to the practice of HRM in modern organizations, it will start come to mind that the image above has some relevance, but then again there is so much more to the HRM field. (Juneja, 2015)

"Science and art" is a complicated term. The reason why we associate with "art and science" is, because HRM can make use of technology to manage people according to different criteria's such as creative and innovative approaches. HRM leads us to two different definitions.

The first definition of HRM is the process of managing humans (Juneja, 2015). This include the areas of employee hiring (personnel hiring), workforce retention, setting and managing salaries and perks, performance management, change management, and exit management to finalize activities. It is the traditional definition of HRM, which leads some experts to define it as the latest version of the previously used human resource management function.

The second definition of HRM involves managing people within an organization from a macro perspective. Managing people in the form of a collective relationship between management and employees (Juneja, 2015). This approach focuses on the purpose and results of HRM functionality. This relates to the notion that the HR function of modern organizations focuses on enabling people, growing people, and achieving "employment relationships" for both management and employees. In a nutshell, human resources management is essentially "labour" -centric, while human resource management is "resources" -centric.

This brings us back to our question "What is HRM?” It's all about people in the organization. It's no wonder that some MNCs (multinational corporations) refers to HR managers as HR managers, HR enablers, and HR management. In 21st century organizations a human resources manager is no longer considered to be the person who undertakes the activities described in the traditional sense (Juneja, 2015). HR manager are now responsible for managing employee expectations against management goals and regulating both to ensure employee fulfilment and implementation of management goals.

References

Juneja, P. (2015). MANAGEMENT STUDY GUIDE. Retrieved from Human resource management: https://managementstudyguide.com/human-resource-management.htm