Human Resource Management
Human Resource Management
Human Resource Management
MANAGEMENT
Human
Resource Management
Introduction
People are at the core of every organization. Without
staff, organizations cannot exist. It is therefore vital that
organizations do not take their staff for granted. So organizations
should consider and improve how they recruit, develop and look
after their staff. The term that is often used for this is human
resource management:
Human(s) — people with their experience, skills, and knowledge
and personal qualities.
Human resource — the people, and the policies and practices
that affect them in the workplace.
Human resource management — the management of the
people and the staff policies and practice that enable an
organization to carry out its work. This affects staff from the
moment an individual contacts the organization in response to a
job advertisement, to the time they leave the organization.
Human resource management is about enabling staff to use their
qualities in order to fulfill their role and contribute to the
organization’s mission and purpose.
Good human resource management is essential if
organizations want to attract and retain good staff. If people see
that an organization values its staff, they are more likely to apply
for a job with the organization and more likely to stay once they
are recruited. Good human resource management means that an
organization reduces risk to its staff and reputation. It can do this
by considering issues such as employment law, child protection
and health and safety. Good human resource management can
also reduce costs for an organization. For example, good
recruitment policies and processes mean that organizations can
efficiently recruit people who will carry out their jobs effectively.
Good systems for performance management mean that
organizations can ensure that they are getting the best from their
staff.
Definition
Edwin Flippo defies HRM as “planning, organizing, directing,
controlling of procurement, development, compensation,
integration , maintenance and separation of human resources to
the end that individual, organizational and social objectives are
achieved.”
Features of HRM
1. HRM involves management functions like planning,
organizing, directing and controlling
Evolution of HRM
The evolution of HRM can be traced back to Kautilya Artha
Shastra where he recommends that government must take active
interest in public and private enterprise. He says that government
must provide a proper procedure for regulating employee and
employee relation
Scope of HRM
The scope of HRM refers to all the activities that come under the
banner of HRM. These activities are as follows
6. Performance appraisal :-
Once the employee has put in around 1 year of service,
performance appraisal is conducted that is the HR
department checks the performance of the employee. Based
on these appraisal future promotions, incentives, increments
in salary are decided.
9. Industrial relations :-
Another important area of HRM is maintaining co-
ordinal relations with the union members. This will help the
organization to prevent strikes lockouts and ensure smooth
working in the company.
Role of HRM
Significance of HRM
1. Objective :-
Impact of HRM
Functions of HRM along with objectives
Benefits
Employee Relations
Performance Appraisals
Employee Assessment
Functional Objectives (3) Performance Appraisals
Employee Assessment
Personal Objectives (5) Training & Development
Performance Appraisals
Compensation
Employee Assessment
Managerial Functions of HRM
1. Planning: Plan and research about wage trends, labor market
conditions, union demands and other personnel benefits.
Forecasting manpower needs etc.
2. Organizing: Organizing manpower and material resources by
creating authorities and responsibilities for the achievement of
organizational goals and objectives.
3. Staffing: Recruitment & Selection
4. Directing: Issuance of orders and instructions, providing
guidance and motivation of employees to follow the path laid-
down.
5. Controlling: Regulating personnel activities and policies
according to plans. Observations and comparisons of deviations
Operational Functions of HRM
1. Procurement: Planning, Recruitment and Selection,
Induction and Placement
2. Development: Training, Development, Career planning and
counseling.
3. Compensation: Wage and Salary determination and
administration
4. Integration: Integration of human resources with
organization.
5. Maintenance: Sustaining and improving working conditions,
retentions, employee communication
6. Separations: Managing separations caused by
resignations, terminations, lay offs, death, medical sickness
etc.
Challenges of HRM
Personnel management which is known as human resource
management has adapted itself to the changing work
environment, however these changes are still taking place and
will continue in the future therefore the challenges before the HR
manager are
4. Handicapped employees :-
This section of the population normally faces a lot of
problems on the job, very few organization have jobs and
facilities specially designed for handicapped workers.
Therefore the challenge before the HR manager lies in
creating atmosphere suitable for such employees and
encouraging them to work better.