HUMAN RESOURCE MANAGEMENT AS AN ACADEMIC DISCIPLINE

 

Human Resource Management is essentially lived by every individual who engages another person for a reason. A careful examination of the components of HRM will be seen to permeate every aspect of human endeavor. Now, it is not far-fetched to say we are all Human Resource Management practitioners in our way of life, although some have specialties in the area.

A good understanding of anything man spends his or her life on allows them to excel at it compared to the gains of anyone who approaches them casually. A step away from following a routine or procedure is what we intend to draw the attention of individuals who find themselves studying HRM plus those who desire to get enrolled in the program in the near future.

Some students study Human Resource Management as a main program while others are taught sub-topics as subjects or courses under a different umbrella altogether. Although some students may be studying this accidentally or grudgingly because it was thrown at them, a better understanding of it may affect their approach to studying it which will significantly affect their productivity when they are assigned specific roles in various businesses after school.

Formerly known as Personnel Management, HRM is an academic program of study at the tertiary level that informs its students about how to manage people in any production space, be it manufacturing or services. Human Resource Management as a discipline is a summation of very ancient disciplines that study how human beings live and go about life such as anthropology, psychology, philosophy, and sociology - these four interrelated broad programs have various themes that speak directly to everything a manager of people must know in their search for the best talents, knowing how to train different groups of people, and providing specific things to yield the best from the people.

 ANTHROPOLOGY

It is the study of human beings in the first civilization, focusing on human life and culture. Anthropology includes the examination of what people wear, how they organize their society, and what they value. The essence is to appreciate the underpinning factors that made people do what they do.

PSYCHOLOGY

Psychology is the scientific study of the mind and behavior, encompassing the examination of mental states, processes, and behaviors in humans and other animals. It explores how the mind works, influences behavior, and affects various aspects of human experience, from cognitive processes to social interactions.

PHILOSOPHY

Philosophy is the systematic study of fundamental questions about reality, knowledge, values, reason, mind, and language. It involves the rational, abstract, and methodical examination of essential aspects of human existence and experience.

SOCIOLOGY

Sociology is the systematic study of society and social interaction, focusing on understanding social structures, human behavior, and the patterns of relationships within a community or society.

How do these four interrelated fields feed into the effective management of people? Anthropology helps us appreciate what influences the way of life of the workforce, psychology opens us up to how they think about people and situations under various conditions, philosophy establishes how they judge the things around them and sociology tells us how the functionality of the three areas affect their relationship with other people, be it their bosses and clients. So, if you encounter any difficulty in understanding a concept or theory in HRM, you can fall on one of these mother programs for clarity.

 

WHAT IS HUMAN RESOURCE MANAGEMENT?

HRM, or Human Resource Management, as an academic discipline, focuses on managing the 'People', who are considered the most important resource of an organization. It involves a combination of both arts and science, emphasizing the effective and efficient management of human resources within an organization. HRM deals with various functions such as HR Planning, Recruitment & Selection, Training and Development, Compensation and Benefits Management, Employee Relations, Performance Management, and more.

The discipline aims to prepare graduates capable of playing strategic roles in specialized areas like HR, Admin, Compliance, Training & Development, and Organization Development. HRM is essential for ensuring that organizations can achieve their goals by effectively managing their human resources using a combination of knowledge, skills, and attitudes. Graduates in HRM have high career prospects both locally and internationally. They can work in various sectors such as the Pharmaceuticals, Banking, Insurance, Power, Energy, Tourism, Hospitality, and Education industries.

 

THE EVOLUTION OF HUMAN RESOURCE MANAGEMENT

The study of human resources as an academic discipline began to emerge in the early to mid-20th century, with some key developments:

1. Pioneering economist John R. Commons mentioned "human resource" in his 1893 book "The Distribution of Wealth", though he did not elaborate on the concept. At this time, employers did not regard workers as stakeholders of their businesses but as individuals to carry out a transactions for profit.
2. The term "human resources" was first coined in the 20th century, though the concept of managing and developing human capital has much earlier origins. It was also used from the 1910s to the 1930s to promote the idea of human dignity and worth. Gradually, business owners have begun to recognize the influence of their staff and started to consider reforms to policies that relate to their work.
3. The formal introduction of the concept of Human Resource Development (HRD) occurred in 1969, when Leonard Nadler defined it at a conference organized by the American Society for Training and Development. Although HRD is a branch of HRM today, it earlier referred to everything that have to do with employees at the workplace.
4. Prior to the 20th century, there were early forms of employee selection, training, and development, such as the apprenticeship system in ancient civilizations and the civil service examinations in ancient China. The development of the concept saw different responses in various economic blocks of the world.
5. The Industrial Revolution in the late 18th century led to increased focus on improving worker productivity and satisfaction, laying the groundwork for the emergence of human resource management. It is now a global truth that no business entity will be as successful as it has the potential to be without the strategic role of the effective and efficient management of its workforce.

In summary, while the systematic study of human resources as an academic discipline began to emerge in the early to mid-20th century, the underlying concepts and practices have much earlier origins dating back to ancient civilizations and the Industrial Revolution.

 

PIONEERS OF HRM

The founding authorities and pioneers of Human Resource Management (HRM) include influential scholars, researchers, and practitioners who have significantly contributed to the development and evolution of the field. Some key figures in the history of HRM include:

1. Elton Mayo: Known for his research on the effect of better working conditions on employee productivity and the promotion of stronger human relations between subordinates and supervisors, which led to the Human Relations movement in the early to mid-20th century.
2. Leonard Nadler: Formally introduced the concept of Human Resource Development (HRD) in 1969, emphasizing the importance of developing new skills, knowledge, and attitudes of people in organizations.
3. Fombrun, Tichy, and Devanna (FTD): Authors of the book "Strategic Human Resource Management," which has been influential in shaping strategic approaches to HRM - published in the late 20th and early 21st centuries.
4. James R.: A key figure in the early development of HRM, contributing to the understanding of labor as a factor of production and the importance of improved working conditions on employee performance. His contributions were more from his observations on the field of work.

 

THE MAJOR HRM STUDY AREAS

1.         Talent Acquisition and Recruitment:

·         Focuses on attracting, selecting, and hiring the right talent for the organization.

·         Involves job analysis, advertising, interviewing, and onboarding processes.

2.         Training and Development:

·         Emphasizes enhancing employees' skills, knowledge, and abilities.

·         Includes needs assessment, program design, delivery, and evaluation

3.         Compensation and Benefits Management:

·         Deals with designing and administering competitive pay structures and benefits.

·         Ensures internal and external equity, and compliance with labor laws.

4.         Employee Relations and Engagement:

·         Focuses on fostering positive relationships between employees and the organization.

·         Involves conflict resolution, grievance handling, and promoting employee well-being.

5.         Performance Management:

·         Emphasizes setting goals, providing feedback, and evaluating employee performance.

·         Helps in identifying training needs, making promotion decisions, and rewarding high performers.

6.         Strategic Human Resource Planning:

·         Aligns HR strategies with the organization's overall business objectives.

·         Involves workforce planning, succession planning, and HR audits.

7.         Legal and Regulatory Compliance:

·         Ensures adherence to labor laws, regulations, and organizational policies.

·         Helps in avoiding legal issues and promoting fair employment practices.

8.         Human Resource Information Systems (HRIS):

·         Focuses on leveraging technology to streamline HR processes and data management.

·         Includes HR software, analytics, and using data to make informed decisions.

 

EXTENDED ACADEMIC BRANCHES OF HRM

As mentioned earlier, the HRM program has extensions in various other academic disciplines that focus on specific areas that has to do with the worker and the business entity. In many cases, most of these courses are at the postgraduate level because they are specialized areas. The following are a few:

1. Organizational Psychology: Focuses on understanding human behavior in the workplace, employee motivation, job satisfaction, and organizational dynamics.
2. Industrial-Organizational Psychology: Examines individual, group, and organizational behavior in the workplace, focusing on areas like employee selection, training, performance appraisal, and organizational development.
3. Labor Relations: Concentrates on the relationship between employers and employees, collective bargaining, labor laws, and resolving disputes in the workplace.
4. Business Administration: Provides a broader understanding of organizational management, strategic planning, finance, marketing, and operations, which are essential for HR professionals working in various industries.
5. Management Studies: Covers topics related to leadership, decision-making, organizational behavior, and strategic management, offering valuable insights for HR professionals in managing people and resources effectively.

 

VARIOUS LEVELS OF HRM STUDY

All these levels of qualification can be delivered in various ways including the traditional classroom setting, online or distance learning, and blended learning approaches so far as it allows the program to meet the accreditation standards for awarding the qualification.

1.      Undergraduate

This includes diploma, HND, and bachelor’s degrees studied at various accredited tertiary institutions.

2.      Post-graduate

They include PGDip, MA, MSc, MBA, MPhil, DBA, and PhDs in various branches of HRM.

3.      Executive and Professional qualification

These professional qualifications are awarded by various professional and charter bodies such as SHRM, and SPHR, among others with CIPD being the highest professional body regulating the practice globally.

BEST STRATEGIES, TOOLS, AND MATERIALS FOR STUDYING HRM

Textbooks are the major materials for study in our part of the world but to be well informed about your program of study, you should make time to go beyond the recommended books in your course outline and delve into other avenues full of relevant information that are critical to the practice of HRM. Limiting yourself to the instructor’s recommendation means you are only preparing yourself to be a good student and nothing more. There is a plethora of knowledge outside of the lecture hall one can always access. Here are other avenues to learn from:

·         Academic Journals. Many academics publish their research papers on such platforms. Engage your professors to access such platforms for your learning.

·         Industry Journals and Reports. Many research-based materials are produced by international groups dedicated to advancing employment relations.  

·         Online Resources (webinars, interviews & articles)

·         E-learning Platforms (free online learning apps and websites)

·         Networking and Peer-to-Peer Learning. Get to make friends with HR students in other institutions who may have a different curriculum from yours for cross-learning.

·         Professional Groups. There are several in-person and online gatherings of industry people that are open for students.

·         Case Studies and Simulations. These can be engaged in the form of internships

·         Technology-enabled Learning Resources. Consult HR-resourced AI platforms to enquire on various topics for your learning.

 

EMERGING TRENDS AND FUTURE DIRECTIONS IN HRM EDUCATION

·         Integrating Technology and Digital Transformation

 It involves leveraging digital tools and strategies to enhance HR operations, streamline processes, and improve the overall employee experience. This trend signifies a shift towards incorporating innovative technologies into various aspects of HR functions to achieve greater efficiency, productivity, and effectiveness. The benefits to the business include enhanced efficiency, data-driven decision-making, cost savings, compliance, and security among others.

·         Emphasis on Sustainability and Corporate Social Responsibility

This involves integrating environmental, social, and ethical considerations into HR practices and organizational strategies. This emphasis signifies a commitment to promoting sustainable practices, ethical behavior, and social responsibility within the workplace.

·         Interdisciplinary Approaches and Collaboration

This involves integrating knowledge, methods, and perspectives from various disciplines to gain a more comprehensive understanding of HR-related issues and develop effective solutions.

 

We hope these thoughts shared with you have been informative in one way or another causing you to take a new look at the program you are currently pursuing or aspire to and begin to excel in them. Please do follow up on our weekly posting on this same blog. God bless you.

 

Paul Anang Amasah

THE COLLEGE BUSINESS CONSULT

thecollegebc@gmail.com

10^th May, 2024.