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HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT ( H R M )

 

Definition 1 – Integration

“HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.”

Definition 2 – Influencing

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“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.”

Definition 3Applicability

“HRM planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.”

MEANING OF HRM: –

HRM is management function that helps managers to recruit, select, train and develop members for an organization. Obviously HRM is concerned with the people’s dimensions in organizations. HRM refers to set of programs, functions, and activities designed and carried out

Core elements of HRM

  • People: Organizations mean people. It is the people who staff and manage organizations.
  • Management:HRM involves application of management functions and principles for acquisitioning, developing, maintaining and remunerating employees in organizations.
  • Integration & Consistency:Decisions regarding people must be integrated and consistent.
  • Influence:Decisions must influence the effectiveness of organization resulting into betterment of services to customers in the form of high quality products supplied at reasonable cost.
  • Applicability:HRM principles are applicable to business as well as non-business organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: –

  1. Societal Objectives: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization.
  2. Organizational Objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is only means to achieve to assist the organization with its primary objectives.
  3. Functional Objectives: To maintain department’s contribution and level of services at a level appropriate to the organization’s needs.
  4. Personal Objectives: To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

SCOPE OF HRM: –

From Entry to the Exit of an employee in the organization

Scope of HRM can be described based on the following activities of HRM. Based on these activities we can summarize the scope of HRM into 7 different categories as mentioned below after the activities. Lets check out both of them.

HRM Activities –

  1. HR Planning
  2. Job Analysis
  3. Job Design
  4. Recruitment & Selection
  5. Orientation & Placement
  6. Training & Development
  7. Performance Appraisals
  8. Job Evaluation
  9. Employee and Executive Remuneration
  10. Motivation
  11. Communication
  12. Welfare
  13. Safety & Health
  14. Industrial Relations
  15. Introduction to HRM
  16. Employee Hiring
  17. Employee and Executive Remuneration
  18. Employee Motivation
  19. Employee Maintenance
  20. Industrial Relations
  21. Prospects of HRM
  22. Advisory Role: HRM advises management on the solutions to any problems affecting people, personnel policies and procedures.
  23. Personnel Policies: Organization Structure, Social Responsibility, Employment Terms & Conditions, Compensation, Career & Promotion, Training & Development and Industrial Relations.
  24. Personnel Procedures: Relating to manpower planning procedures, recruitment and selection procedures, and employment procedures, training procedures, management development procedures, performance appraisal procedures, compensation procedures, industrial relations procedures and health and safety procedures.
  25. Functional Role: The personnel function interprets and helps to communicate personnel policies. It provides guidance to managers, which will ensure that agreed policies are implemented.
  26. 3.    Service Role: Personnel function provides services that need to be carried out by full time specialists. These services constitute the main activities carried out by personnel departments and involve the implementation of the policies and procedures described above.

7 Categories of Scope of HRM

ROLE OF HRM

Role of HR Managers (Today)

  1. Humanitarian Role: Reminding moral and ethical obligations to employees
  2. Counselor: Consultations to employees about marital, health, mental, physical and career problems.
  3. Mediator: Playing the role of a peacemaker during disputes, conflicts between individuals and groups and management.
  4. Spokesman: To represent of the company because he has better overall picture of his company’s operations.
  5. Problem Solver: Solving problems of overall human resource management and long-term organizational planning.
  6. Change Agent: Introducing and implementing institutional changes and installing organizational development programs
  7. Management of Manpower Resources: Broadly concerned with leadership both in the group and individual relationships and labor-management relations.

Role of HR Managers (Future)

  1. Protection and enhancement of human and non-human resources
  2. Finding the best way of using people to accomplish organizational goals
  3. Improve organizational performance
  4. Integration of techniques of information technology with the human resources
  5. Utilizing behavioral scientists in the best way for his people
  6. Meeting challenges of increasing organizational effectiveness
  7. Managing diverse workforce
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  1. August 16, 2012 at 11:11 am

    Well received with million thanks.

  2. August 16, 2012 at 11:14 am

    Clearer now .

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