Differences between Gore’s human resource management and traditional HRM?

Introduction

People involves in any organization as human resource. No matter of the bigness of the firm, its abilities and performance is depends on its people. In 2000, Gibbs emphasized human resources as the most valuable and unique assets for any organization. Human resource management is the management of people within an organization. The aim of human resource management is to maximize the prolificacy of an organization by optimizing the effectiveness of its employees. As Edward L. Gubman observed in the Journal of Business Strategy, “the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change.” It is impossible that a business can be successful without managing human resource effectively. Michael Armstrong articulated his book “A Handbook of Human Resource Management” that a successful business is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans. In the past few decades, many human resource management studies and researches had done by the professional, they were trying to develop a new school of human resource management to manage human resource more effective and efficient to achieve higher organizational performance. W. L. Gore & Associates (Gore) is a global organization with a history of more than 50 years. According to Steward and Brown (2009), Gore is benefited from their taking a job design strategy to replace formal planning and role assignment with a process in which roles are evolved. The strategy is successful because it fits with the overall strategy of differentiation through innovation. In doing so, Gore hires creative employees and then facilitating them to use their unique talents by encouraging new ideas from them.

What is the different between Gore’s human resource management and traditional human resource management?

Gore’s human resource management has used the strategic human resource management instead of traditional human resource management, it emphasized the human resource management integrated into the business strategy and improving the productivity of employees to make the business success. It can avoid some typical problems of the traditional human resource management.

Human resource management is the administrative actions related to the issues related to human resource. Human resource management generally focuses on the functional activities like planning, staffing, training, appraisal, orientation and communication. Human resource management also focuses on supervision, monitoring, employee motivation, compensation and skills management. Those approaches aimed to improve employee performance, ensure employees compliance to the procedures and achieve the goals of the organization. Unfortunately, the employees always complain that the traditional activities of human resource management is inflexible, not emphasizing to achieve the organizational goal, different form the employees expectations, lack of responsiveness and lack of line management experience.

Conclusion

The reason of the employees complains on the traditional human resource management activities are the business world keeps changing but the organizations are still using the old method to manage their human resource. The world has changed, the demographic has changed, the living standard increased, the educational level enhanced, it is impossible to use the traditional management to manage the modern reality. Therefore, a new school of human resource management has been developed in the last two decade, named “Strategic Human Resource Management”.

Strategic human resource management is about the integration of human resource management strategies with the organization strategic goals and objectives.