Basic Theory of Human Resource Management

The basic theory of human resource management discusses the theoretical basis of human resource management from the theory of human nature assumptions, the theory of incentives, the theory of human capital, and the theory of principal-agent.

Concept of Human Resource Management:

It refers to a series of activities under the guidance of economics and humanistic thinking to effectively use human resources inside and outside the organization through the forms of management, such as recruitment, selection, training, compensation, etc., to satisfy the organization's needs for current and future development, and to ensure that the organization's goals are achieved and the development of its members is maximized.

Historical development:

The first generation of human resources management system appeared in the late 1960s, in addition to the automatic calculation of personnel compensation, there is almost no more such as report generation and data analysis and other functions, and does not retain any historical information.

The second generation of HRMS appeared in the late 1970s and was designed for both non-financial HR information and historical information on payroll, as well as rudimentary report generation and data analytics.

Job Responsibilities:

Assigning the right people to the right jobs; orienting new employees to the organization (familiarizing them with the environment); training new employees for their new jobs; improving the performance of each new employee; striving for creative cooperation and harmonious working relationships; interpreting company policies and work procedures; controlling labor costs.

Functions of Human Resource Management:

1. Acquisition

Acquisition functions include activities such as job analysis, human resource planning, recruitment, selection and utilization. Job analysis is the fundamental work of human resource management. In this process, the tasks, responsibilities, environment and qualifications of each job are described and a job description is prepared.

Human resource planning is the process of harmonizing an organization's needs for quantity and quality of personnel with the effective supply of human resources. Demand arises from the current state of the organization's work and projections for the future, and supply involves effective human resources, both internal and external.

2. Integration

Through the effective integration of corporate culture, information communication, interpersonal harmony, and conflict resolution, the goals, behaviors, and attitudes of individuals and people within the enterprise converge to the requirements and concepts of the enterprise, so that they can form a high degree of cooperation and coordination, and give full play to their collective strengths to enhance the enterprise's productivity and efficiency.

3. Maintain

Through a series of management activities such as salary, assessment, promotion, etc., to maintain the enthusiasm, initiative and creativity of the staff, safeguard the legitimate rights and interests of the workers, and ensure that the staff in the workplace safe, healthy and comfortable working environment, in order to enhance the sense of satisfaction of the staff, so as to make them feel at ease and satisfied with the work.