Human Resource Management - an Overview

  • Created Date17 Feb, 2014
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Human Resource Management (HRM) is an effective organization policy of the people at work. Its functions inclusive a wide range of activities.  One of the key factors in HRM is that to analyze and identify the actual needs of recruitment of the suitable persons as well as the methods of recruitment viz., Recruitment by transfer/appointment, Contractual Appointments, Tenure basis appointments, Hire basis appointments and Fresh recruitment of raw candidates with an objective of imparting proper training and development to suit the needs of the Company/organization/Firm. Right man at the Right place is the important motto in HRM. Any HR manager should observe the performance of each and every individual employee and find out capabilities of the employees and utilize them wherever need and the requirement. Besides the above HRM Activities includes for ensuring that employees must fully aware of the personnel policies which are conform to current regulations.

There is a variation between Human Resource Management and Human Resource Development.  HRM is a major management activity, while the HRD is a profession which includes broader range of activities to develop personnel inside of organizations, career development, Training and Development, Performance Appraisal Policies. HRM is a part and parcel of HRD.

HRM examines the various policies and Programmers to make people at work more productive and effective to the best satisfaction of the Management.  Human Resource Management consists of numerous activities including

  1. Human Resource Planning
  2. Identification of Needs for positioning.
  3. Formulation of the policy for Recruitment & Selection
  4. Deciding the Rules and Regulations for Recruitment, Selection, Qualifications to be possessed for each and every assignment conforming to the policy of the Management and to realize the aims and objectives/goals.
  5. Job Analysis
  6. Motivation and Orientation
  7. Training & Development
  8. Rationalization of Employees.
  9. Promotions and Transfers
  10. Performance Appraisal – Performance Management
  11. Career Development
  12. Employees Welfare – Compensation – Welfare Measures – Health & Group Insurance 

HRM is action oriented. The basic aim to get and recruit best employees.  It requires preparation of workforce planning, specification of jobs and roles, selection and recruitment including Outsourcing of employees duly screened and overhauled. Welfare of employees is most important by paying employees to their satisfaction and providing financial and other benefits. Special treatment and additional benefits to the Women employees is also an added advantage to develop HRM. Training and Development is the core activity in HRM. Employee’s orientation, Career Development, Leadership development, Management Development, Personal development, Supervisory Development is some of the key factors in HRM. Creation of safe work environments, diversity Management, Employee Assistance Programmed to be provided.

H.R.M is function oriented    Effective HRM is concerned with helping an organization to achieve its aims and objectives in the future by providing competent, well motivated and dedicated employees.   The progress of the firm or Company depends upon the dedication of its employees.   Thus Human resources need to be incorporated into an organization’s long-term strategic plans.

The HRM function today is concerned with much more than simple filing, housekeeping and record keeping. No doubt Documentation, MIS, Employees database is more important in the HRM process. When HRM strategies are integrated within organization, HRM plays major role in clarifying the firm’s human resource problems and develop solutions to them. The key concepts for the strategic importance of HRM are:

  • Analyzing and solving problems from a profit oriented, not just a service oriented, point of view, to gain the belief of the employees towards the firm.
  • Assessing and interpreting costs or benefits of such HRM issues as productivity, salaries and benefits, recruitment, training, absenteeism, overseas relocation, layoffs, meetings, and attitude surveys.
  • Preparing reports on HRM solutions to problems encountered by the firm.
  • Training the human resources staff and emphasizing the strategic importance of HRM and the importance of contributing to the firm’s profits, thus realizing the goals by hard work.

If the HRM function is to be successful, Managers in other functions must be knowledgeable and involved.  Managers play a vital role in setting the direction, tone, and effectiveness of the relationship between the employees, the firm and the work performed.

If the objectives of the HRM function are to be accomplished, top managers will have to treat the human resources of the organization as the key to effectiveness. To do this- to accomplish the important objectives of HRM – Management must regard the development of superior human resources as an essential competitive requirement that needs careful planning, hard work and evaluation.

      Objectives of the HRM function:

  • Helping the organization to reach its goals. Realizing the aims and objectives by means of strategic planning.
  • Employing the skills and abilities of the workforce efficiently. Suitable person at the suitable place.
  • Providing the organization with well-trained well-motivated and well dedicated employees.
  • Increasing to the fullest the employee’s job satisfaction and self-actualization.
  • Developing and maintaining a quality of work life that makes employment in the organization desirable and encourage able.
  • Communicating the HRM policies to the employees to get awareness of the Employees to dedicate their work force towards the realization of the aims and objectives of the firm.
  • Helping to maintain ethical policies and socially responsible behavior to maintain ethical and social values.

HRM’s place in Management

An HRM executive play an increasingly dominant role at the organization’s strategic planning table, they must continually educate the members of other departments or units about the human resource implications of various decisions. Best communication policy system is very much necessary to create a hormone work environment. The HR executive must be familiar with other aspects of the organization – investments, advertising, marketing, production control, computer utilization, research, and development. It is crucial to know the business.

 

 

 

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