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
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:
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:
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.