Descriptive Evaluation of HRM Practices of the Organisation and Its Relation with Culture of Organisation
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Abstract
HRM is known for its integrated and interconnected approach for managing the human resources in any organisation so that it can be made possible to make valuation of the most important as well as crucial asset of any organisation which is commonly known as the people working in the organisation. It is a well-known fact that human resource is treated and accepted as the most important and crucial asset for the company because this human asset with all of its efforts jointly helps organisation to achieve its objective which it has set out for its future. This human resource management is not a kind of an ordinary work of the whole management but the scope of it is very large and enhanced. The all theories developed over a period of time for the management of human resource has not taken place and developed in any single day. It has taken a lot of years to come into existence. As far as the traditional approach is concerned human resource is treated as management of all human beings which in its general meaning means management of the people in any organisation. By and large every organisation has two different kinds of assets which we segregate into tangible and intangible. The tangible assets may include various kind of activities which are existing and can be seen such as their plant and machineries, land or building or machineries or other similar assets. The other one is known as intangible asset which cannot be seen by naked eyes such as goodwill or copyright and others. Every kind of this asset has their equal value and keeps a similar place in the balance sheet of the company. However we do not assign any value to our important asset which is human resource which is undoubtedly very disappointing. As far as the concept of human resource management is concerned it makes a disclosure of all those activities which are described or included into it and it also gives us a framework or a criterion for the purpose of making a valuation of management of human resource and the entire human resource mechanism. It gives us various descriptions of different kind of the models we uses for human resource management including its various objectives and features which remains continue with analysis of various kinds of the reservations about management of resources of human nature and undoubtedly also gives us an help in making an establishment of existing relationship in management of human resource as well as original management with complete conclusion on its impact not only on the performance but the organisation culture of the entity. In establishing the culture of corporate and the overall business environment for the purpose of supporting customer satisfaction with the help of increase in globalisation and overall development of organisation within the ambit of Technology making quality maintenance is undoubtedly becomes a primary importance for every kind of the company especially when a larger portion of overall revenue of the company comes in the form of exports and this is the reason why the all professionals belonging to the human resource are nowadays becoming the partners in the strategic management and direction of organisation. They gives an encouragement for the best way to develop the overall quality of overall culture of human resource in any organisation so that the objective of achievement of highest level of customer satisfaction can be achieved which perhaps the real measurement method for any of the organisation as far as their performance is concerned this should be well developed by the company.