Managing Human Resource Article 2022

HRM
MANAGING HUMAN RESOURCE

Managing Human Resource 1
Article 1
Rotich, K. J. (2015). History, evolution and development of human resource management: a
contemporary perspective. Global Journal of Human Resource Management, 3(3),
58-73.
Objective and research question: This article focus on the history, growth, and development
of human resource management (HRM) with a modern viewpoint. This article describes the
complete antiquity of the discipline of HRM from a general viewpoint. The objective of the
article is to trace the evolution and progress of HRM exact from pre-historic times by the
postmodern world. The question of the article is to describe the evolution and advancement
of HRM.
Method: The qualitative methodology has been undertaken in the report to deliberate the
history, progress and advancement of HRM in the retail industry of Australia. The HRM has
been traced through the cases for the pre-historic times through to the postmodern globe.
Findings and discussion: HRM is a tactical approach to the management of an organization.
HRM is intended to make best use of the performance of the staffs in order to attain the
strategic objective of the organization. The HR departments in the organizations are majorly
liable for a number of actions comprising employee conscription, performance and appraisal,
training and advancement and gratifying. HRM belongs to the products of the early 20th
century when researchers began verifying conducts of forming business value by the strategic
management of the employees. The purpose of HRM was mainly conquered by transactional
work like payroll and benefits management. But the globalization and development in
technology have made HRM concentrate on strategic ingenuities such as talent management,
mergers and acquisitions, success planning and ethical considerations.
The Australian government at the state and countrywide levels started to trail suit
from the early 1900s. But the nation has approved a differentiated system reliant on
pacification and adjudication than the delegated circumstances. The way in which HR
theories are adopted reflects the attitude of the HR professionals in the form of varying
attitudes, work procedures, and organizational structures. On the other side, essentials of
contemporary HRM theory comprise principles like efficiency, productivity, effectiveness,
labor flexibility, and the competitive organizational advantage. The recent trends in the retail

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industry observed by HRM in the nature of employment, globalization and several impacts of
the technology.
Conclusion: HRM has progressed to become an indispensable academic field with a
significant function in organizational management. The functional areas which institute the
contemporary viewpoint of HRM field comprise human resource policy, human resource
planning, HRM systems, career management, diversity management, occupational, health,
and safety.
How this article will contribute to the Essay: The article will subsidize to the essay by
opposing several tough issues and problems regarding the roles, exercises, ethics, and nature
of the professional connotations. These issues will help work as a precaution in the working
environment. The advancement of strategic HRM can also ultimately resolve matters in an
innovative and operative manner. The developing nature of strategic HRM could even help in
recovering the contemporary issues arising on a regular basis.

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Article 2
Kellner, A., 2017. Human resource management standardisation and adaptation in
franchises. The Service Industries Journal, 37(9-10), pp.545-566.
Objective and research question: This article aim to discuss the standardization of HRM from
the perspective of the franchisor. The experience of franchisees has been discussed with
insufficient consideration. The research question is to illustrate HRM behavior in the
franchisee HRM Response Matrix.
Method: The small number of cases has been taken in the paper. A qualitative, inductive case
design study has been implemented in the report to attain qualified and contextualized data
offering hypothetical awareness into the research problem. The paper efforts to upsurge the
significance of the answers for other franchises by a selection of 3 illustrative cases from
severely franchised Australian food and beverage services industry.
Findings and discussion: The franchising business model has attained rapid success in all
industries. Australia is resident to just a one-tenth number of units, although a minor market
is more profoundly drenched with one of the greatest per-capita rates in the globe. The
franchises indicate the majority of the systems, standardize and control franchisee’s business
activities like supply links, finance, pricing, marketing, and training. There is constrained
execution of the discussion on the essential business function of human resource
management. HRM incorporates policies, practices, procedures and predominant viewpoints
that address the management of workers along with the role of a robust HRM system in
manipulating organizational performance.
The outcomes of the micro-level case study of 3 completely franchised Australian
cafés have been assessed in the article. The argument on standardization and adaption has to
lead to the literature on HRM in franchises. The standardization includes the basics of the
franchise model with functions like marketing or supply chain management. All the business
actions can or cannot be regulated by the franchisor. The execution of the standardized policy
will be impacted by the franchisee drives like adapting a standardized menu to enhance
profits. The local preferences of the customers are considered to act speculatively. The
franchisees can manage human resources in a number of ways within the parameters of
standardization and adaptation.