Human Resource Management is the process of recruiting, selecting, inducting employees,

providing orientation, imparting training and development, appraising the performance of

employees, deciding compensation and providing benefits, motivating employees, maintaining
proper relations with employees and their trade unions, ensuring employees safety, welfare and
healthy measures in compliance with labour laws of the land and finally following the Orders /
Judgement of the concern High Court and Supreme Court, if any. Therefore, this paper will
discuss using concrete illustrations and with reference to my own situation, how the eight (8)
guiding theories in Human Resource management are related to the fundamentals of Human
Resource management.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as both emphasizes on payroll and benefits. Another
fundamental area of human resource management is payroll and benefits. Human resources
managers are tasked with creating strategic compensation plans and negotiating health care
benefits for employees. The latter involves making sure the company adheres to various policies
(Budhwar & Debrah, 2004). For instance, a competitive compensation plan and benefits package
can be attractive to prospective employees, so it is important for human resources managers to
put together strategic offers to attract and retain employees for the future.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as both emphasizes on performance management and
evaluations. Human resource management also involves the evaluation of an employee’s
performance. This is often done multiple times throughout the year and is used to help foster
communication between a supervisor and an employee (Bacal, 1999).

Furthermore, Human resources employees help define company goals and objectives, help
employees utilize performance management software and set meetings to foster these
discussions. This is important because performance management allows supervisors to determine
an employee’s abilities and their potential for future growth and development (Bacal, 1999). For
instance, based on the evaluation, supervisors can help create a plan for future goals in order to
improve an employee’s performance.
The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as both emphasizes on recruiting and staffing. One of the
fundamentals of human resource management is the recruitment and staffing of new employees.
Human resources managers are responsible for advertising open positions for their companies
(Armstrong, 2008). In addition, based on the applications they receive, they choose the
individuals they want to interview, conduct interviews and select the right candidates to hire. For
instance, in some cases, they may have candidates perform various assessments to test their
abilities related to the job, and they may also complete reference checks themselves to verify
certain information. Essentially, they are responsible for filling open positions with qualified
candidates.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as both emphasizes on succession planning. Lastly, succession
planning is a fundamental area of human resource management as well. Succession planning
involves the identification and development of employees who can step in and replace certain
leaders when they step down or leave their positions (Storey, 1995). For example, in the event
that a leader retires, human resources managers should have a succession plan in place that
details who will take their place or succeed them. This is an important role in human resource
management because it ensures that a business will continue to operate smoothly as leadership
changes.

The eight (8) guiding theories in Human Resource management are related to the fundamentals
of Human Resource management as both emphasizes on training and development. Another
main function of human resource management is the training and development of all company
employees. Human resources manager’s help employees perform at the best of their abilities by
offering programs that allow them to grow and maintain their skills and expertise (Dessler,
2005). For instance, this allows them to improve their performance and efficiency in the
workplace.

In conclusion, this paper has discussed the eight (8) guiding theories in Human Resource
management are related to the fundamentals of Human Resources management. It is evidenced
that from this paper that one of the major objectives of HR management is to achieve
organizational goals. The HRM organizational objectives include workforce handling, staffing,
training and development, payroll management and employee settlement and among others

REFERENCES

Armstrong, M. (2008). Performance Management. Key Strategies and Practical Guidelines.

London: Kogan page.

Bacal, R. (1999). Performance Management. New York: McGrawHill.

Budhwar, P & Debrah Y. (2004). Human Resource Management in Developing Countries.

London: Routledge.

Dessler, G. (2005). Human Resource Management. Pearson: Prentice Hall.

Storey, D. (1995). Human Resource Management. London: Routledge.