Drawing on current academic theory and debate, critically evaluate the Essay

Drawing on current academic theory and debate, critically evaluate the contribution of the Human Resource Management function to the management of employee reward practices - Essay Example Throughout the whole XX century and even earlier both practitioners and scholars attempted to design the theories explaining human behaviour at work and the ways to raise its effectiveness. A good insight into the value of HR related programs is provided by Schuler (1990: 52-54). He emphasizes that the HR function had an opportunity to shift from being an â€Å"employee advocate† (associated with personnel management) to a â€Å"member of the management team†. Schuler’s (1990) view was that this required HR professionals to be concerned with the profits, organizational effectiveness and business survival. In other words, human resource issues should be addressed as business issues. Storey (2001: 18-34) believes that emergence of HRM contributed greatly to an ever-greatest since industrial revolution shift in the principles of management. HRM encouraged both managers and employees to get rid of traditional patterns of interaction, outdated ideas of motivation, stereotypes, assessment and appraisal. Managers ceased to be mere mentors and executioners and turned to be the members of business teams. Introduction of HRM principle has made modern companies more competitive, dynamic and people-friendly that consequently influenced their efficiency and marketability. Therefore, many believe that HRM caused what was later called â€Å"a new managerialism† – a new look on organization, the ways it functions and succeeds and the way its employees work (Storey, 2001, p. 18). At the same time, HRM is not just a set of principles; it is rather an organizational science that helps to implement company’s general strategy in a most effective way. Thus, according to the most conventional definitions HRM is defined as a â€Å"system that is tailored to the demands of the business strategy† (Miles and Snow, 1984, p. 36-37); or â€Å"the pattern of planned activities intended to enable an organization to achieve its goals† (Wright and McMahan, 1992, pp. 343-345).