 Edwin Flippo defies HRM as“ planning, organizing, directing, controlling of

procurement, development, compensation, integration , maintenance and

separation of human resources to the end that individual, organizational
and social objectives are achieved.”

 Torrington et al “ It is a series of activities which; first enables working

people and the organisation which uses their skills to agree about the
objective and nature of their working relationship and secondly, ensure
that the agreement is fullfilled.”

 The Charted Institute of Personnel Management “ The design,

implementation and maintenance of strategies to manage people for
optimum business performance including the development of policies and
process to support these strategies”

 Jaspreet Singh ; Human Resource Management (HRM) is the function

within an organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization. Human
Resource Management can also be performed by line managers.

 “HRM is a distinctive approach to employment management which seeks to

achieve competitive advantage through the strategic deployment of a
highly committed and capable workforce, using an array of cultural,
structural and personnel techniques.” Storey (1995: 5).
 “HRM is a managerial perspective which argues the need to establish an
integrated series of personnel policies to support organizational strategy.”
Buchanan and Huczynski (2004: 679).

 “HRM is a strategic approach to managing employment relations which

emphasizes that leveraging people’s capabilities is critical to achieving
competitive advantage, this being achieved through a distinctive set of
integrated employment policies, programmes and practices.” Bratton and
Gold

 Why name human resource management?


 Human: refer to the skilled workforce in the organisation.
 Resource: refer to limited availability or scarce.
 Management: refer to maximise or proper utilisation and make best use of limited and a
scarce resource.

 The purpose of HRM is to ensure that the employees of an organization are used in such a way
that the employer obtains the greatest possible benefit from their abilities and the employees
obtain both material and psychological rewards from their work (Graham, 1978).