Importance of Human Resource Planning in a Changing Business Environment

Article 1
Full reference of the article:
Rotich, K. (2015). HISTORY, EVOLUTION AND DEVELOPMENT OF HUMAN
RESOURCE MANAGEMENT: A CONTEMPORARY PERSPECTIVE. Global Journal Of
Human Resource Management, 3(3), 58-73. Retrieved from
https://s3.amazonaws.com/academia.edu.documents/40940336/History-Evolution-and-
Development-of-Human-Resource-Management-A-Contemporary-Perspective.pdf?response-
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Objective and Research Question:
Human resource management can be termed as a strategic and logical approach of the
management to manage an organization’s people or employee, who works individually or
together towards improved performance and betterment of the company. The objective of the
journal is to understand the historical evolution and development of the discipline of HRM or
Human Resource Management. The probable research question that can be deciphered from the
journal is: What are the various evolutionary phases that has contributed in shaping Human
Resource Management as a discipline and profession?
Method:

In the course of the research, a vast data has been retrieved from the available data about the
evolution process of Human Resource Management. Firstly, the historical development of HRM
as a discipline have been discussed. Then, the specific characteristics of each evolutionary phase
that shaped the idea of HRM have been outlined. Lastly, a summary of key issues have been
provided justifying HRM as a contemporary subject.
Findings and Discussion:
It has been derived that the roots of HRM date back to the pre-historic times during the culture of
tribal group leaders. Over time, people felt the need to select specific individuals for respective
job roles and provide them with proper training. The early instance of HRMs appeared in the
form of Employee Personnel. In places like the UK and the US, factors like working hours and
payment were mostly governed by the government. Slowly, these countries started to adapt few
Strategic Management Theories for the betterment of organizations as well as their employees.
These management theories were later turned into the concept of human resource management
and also further helped the HR managers to apply them in their course of work.
Now, the concept of HRM underwent development through few stages. In Australia, the
evolution of HRM occurred through four different stages. The first stage was the administration
stage with line managers, personnel managers and experts like recruitment officers and trainers
carrying out the HR activities without being declared as an independent profession. In Australia,
before World War II, such functions were mostly restricted to administrative areas. The second
stage saw a more professional approach as employers had to look out for hiring skilled workers
fueled by government initiatives and job demand in a Post-World War II scene. By the third
stage, personnel management started merging into human resource management. The concept of

HRM and SHRM was established. The fourth stage is the latest stage when factors like
globalization and growing world economy has resulted in an increased demand of HRM.
Conclusion:
It can be concluded from the article that human resource was known to mankind even during the
age of cavemen and hunter gatherers. The concept evolved over time alongside the changing
world and changing business scenarios and models. HRM is an ever changing process and serves
as an extremely essential factor behind the success of an organization today.
How will this article contribute to my essay 3:
As education sectors have taken up human resources as an academic discipline, the article will
contribute to my essay in understanding the entire process of how human resource systems have
evolved over the years. Having an idea of the background and history of any particular subject
matter is necessary and human resources as a discipline is no different.

Article 2
Full reference of the article:
Kramar, R., & Steane, P. (2012). Emerging HRM skills in Australia. Asia-Pacific Journal Of
Business Administration, 4(2), 139-157. doi: 10.1108/17574321211269289
Objective and research question:
Over the years, Australia has witnessed immense growth of economy and an expansion in the job
industry. This put further pressure in the human resource departments and the role of HR
managers to establish proper HR plans and policies for employee hiring, retaining and better
company performance. The main objective of this article is to study the areas of HR in
developmental context and to understand contextual issues surrounding skilled workers. It also
aims to explore the context of HR in relation to hiring and retention of employees. The proposed
research question is: “Are HR policies and practices being prioritised in Australian organisations
to develop, attract, hire and retain HR talent”?
Method:
The method used by the authors is survey questionnaire and procedure as well as sampling. An
online website survey was conducted with members of Australian Human Resource Institute in
2005. A total of 1, 372 HRM personnel responded to the completed survey. These responses
were further used as data for sampling in a statistical analysis to decipher a cross section of HR
personnel, segregating them on the context of age, gender and industry or area of work.
Findings and Discussion:
It was deciphered from the survey and analysis that majority of HR personnel considered their
primary role as HR managers in context of strategic human resource management. Training and
development of new employees came next. Further analysis showcased how strategic human