Human resources management is one of the departments of any company. One of the main aims of the human resource department is an implementation of healthy environment in the company. HRM is responsible for the training at the workplace and staff instruction. Having read the first seven chapters of the book Fundamentals of Human Resource Management by David A. DeCenzo and Stephen P. Robbins, great deal of information became familiar for me. The main aim of the paper is to discuss the most striking points of the book that caught my attention and to relate them, if possible, to personal work experience.
First of all it should be mentioned that HRM department establishes the rules for the whole company. This department states the goals of each departments and rights and obligations of employees (DeCenzo & Robbins, 2006). At the same time, the HRM department is restricted to the law and demands all employees to follow the rules. In fact, it may be concluded that HRM department is the establishing and controlling organ of the company that is responsible for good work performance and perfect results.
Reading the book from chapter to chapter, it became more and more understandable that the HRM in the company is like the government in the army. I am a registered nurse in the army and can easily compare HRM and army government, relying on my personal experience. To be accepted to the army service, the nurse has to complete the National Council Licensure Examination for Registered Nurses. The possession of the valid current license is also crucial to take up the service of registered nurse. In fact, and it should not be a surprise, all service in the army is restricted to the law (Joel & Kelly, 2003). The same happens with the HRM at the workplace. The department is restricted to the law. The workers have to come through the test to be accepted on the position. Moreover, they are to present some documents that guarantee the employees’ education and the degree possession.
HRM department plans and analyses the work of the employees. The same happens with the registered nurses, they are restricted to the general headquarters. HRM departments, as well as the army headquarters, always know the correct number of people under their command and what kind of job they perform. They are also familiar with the strategies of the effectiveness of the work increase for the achievement of the overall strategic objectives (DeCenzo & Robbins, 2006).
HRM is the department that is responsible for implementation of different policies which either restrict employees or establish more freedom (Berman et al, 2009; DeCenzo & Robbins, 2006). The nature of these policies may be absolutely different. On the one hand, the policies may restrict the computer and telephone use to suit employees’ own ends, on the other, they may regulate the personal relations.
In conclusion, reading the book Fundamentals of Human Resource Management by David A. DeCenzo and Stephen P. Robbins, it was striking for me that every company is like a military organization. Employees’ steps and work performance is under total control. The goals of people are established by the heads, as well as the mode of behavior at the workplace. Having read the book, I understood that army and the company are two similar organizations which aims are stated and should be achieved under the control either of HRM or of general headquarters.
Berman, E. M., Bowman, J. S. West, J. P., & Van Wart, M. R. (2009). Human Resource Management in Public Service: Paradoxes, Processes, and Problems. Washington, WA: SAGE.
DeCenzo, D. A., & Robbins, S. P. (2006). Fundamentals of Human Resource Management, 9th Ed. Hoboken, NJ: John Wiley and Sons.
Joel, L. A. & Kelly, L. Y. (2003). Kelly’s Dimensions of professional nursing. 9th Ed. New York, NY: McGraw-Hill Professional.