Human Resource Management (HRM) is a strategic management approach that focuses on

how people are employed and managed in organizations. It emerged in the 1980s as a
response to economic recession and technological changes. The concept of HRM is based on
the idea that a firm's resources are valuable, rare, and costly to imitate, and that all resources,
particularly human resources, contribute to the unique character of an organization. HRM
emphasizes the importance of flexible work behaviors, which involve using the full potential
of employees' knowledge, skills, and abilities. These work behaviors are crucial for
innovation-seeking companies, as their employees' behaviors are the most important source
of leading towards innovations. HRM also explores organisational behavior, which studies
how people behave within an organization and how this impacts its performance. HRM areas
of concern include organisation design, culture, and leadership, but employee commitment
and motivation are most critical to the original concept of HRM.

Human resource management (HRM) is a strategic, integrated approach to the employment,

development, and well-being of people in organizations. Key characteristics of HRM include
diversity, strategic integration, commitment-orientation, valuing people and their talents as
'human capital', unitarist approach to employee relations, management-driven activity, and an
emphasis on the organization's needs and business goals and values.

The goals of HRM include supporting the organization in achieving its objectives,
contributing to a high-performance culture, ensuring the organization has talented, skilled,
and engaged people, creating a positive employment relationship between management and
employees, and encouraging an ethical approach to people management.

Key characteristics of organizations adopting SHRM include an organizationally shared

philosophy underpinning people management, performance management and appraisal
processes, and effective implementation of HR policies. To identify underperformance,
organizations need to clarify acceptable levels of performance and focus on performance
planning and improvement rather than retrospective appraisal. Effective implementation of
HR policies can lead to more negative attitudes among employees.

The article's summary

Is as follows: Human resource management, HRM for short, deals with every facet of how
people are hired and overseen in businesses. A lot of scholars started to rethink how they
viewed individuals in organizations in the 1980s, when the economy was in crisis and
businesses were under more pressure due to globalization and the rapid speed of technical
advancements.
Purcell (1993) defined HRM as the rediscovery of management prerogative in its early
stages. HRM is too crucial to be left to people managers, as stated by Guest (1991). This is
due to the diversity of HRM, which is characterized by individual behaviours such as
investigating, generating, and championing