what is human resource management?

CHAPTER ONE:

OVERVIEW OF HUMAN RESOURCE MANAGEMENT

Definitions:

HRM involves the effective utilization of human resources to achieve the organization's goals and objectives. HRM encompasses various activities and processes aimed at attracting, developing, and retaining talented individuals who can contribute to the overall success of the organization.

Functions of Human Resource Management:

Managerial Functions:

v Planning: Determine personnel requirements, programs, and policies in advance.

v Organization: Design the structure of relationships among jobs, personnel, and physical factors.

v Directing: Initiating organized action and stimulating people to work.

v Controlling: Provide data for establishing standards, job analysis, and performance appraisal.

Operative Functions:

v Procurement of Personnel: Obtaining the right kind and number of personnel needed for organizational goals.

v Development of Personnel: Increase skills through training for proper job performance.

v Compensation of Personnel: Determine equitable remuneration for contributions to organizational objectives.

v Maintaining Good Industrial Relations involves reducing strife, promoting industrial peace, and establishing industrial democracy.

v Record Keeping: Collecting and maintaining information about the organization's staff.

v Personnel planning and Evaluation: Evaluating activities such as performance, personnel policies, personnel audit, morale survey, and performance appraisal.

These functions collectively contribute to effective human resource management within an organization.

Importance of HRM

·        Attract and retain talent

·        Increase productivity and profits

·        Improve job satisfaction

·        Enhance standard of living

·        Generate employment opportunities

·        Develop loyalty and commitment

·        Develop skills and competencies

·        Train people for challenging roles

·        Promote team spirit

Roles of HRM

A.    A Service role

·        Posting job advertisement

·        Organizing Training Courses

·        Keeping personnel records

·        Operating wage/salary systems

·        Looking after the firm’s health and safety arrangements at work, etc

B.   Control role

·        Analyzing key operational indices in personnel field like labor turnover,

·        Wage costs, absenteeism, etc.

·        Monitoring labor performance (compiling & reporting performance

·        appraisal results of employees)

·        Recommending appropriate remedial action to line managers.

Example: identifying training needs, change of work methods, improved work environments, etc.

C.    Advisory role

·        Which employees are ready for promotion (as per the policy of the organization, eg. Based on number of years of service, etc.)

·        Who should attend certain training course?

·        How a grievance procedure should be operated.

·        Interpretation of contracts of employment, health and safety regulation,

·        etc.

·        Ensure equal employment opportunity etc.

Objectives of Human Resource Management:

In the organizational context, objectives represent predetermined goals guiding individual or group activities. The objectives of Human Resource Management (HRM) are shaped by organizational goals as well as individual and societal aspirations.

The key objectives of HRM include:

1.      Contribution to Organizational Goals:

v  Create and harness a capable and motivated workforce to attain fundamental organizational goals.

v  Establish and sustain a robust organizational structure and positive working relationships among all members.

2.      Integration and Coordination:

v  Ensure the integration of individuals or groups within the organization by aligning individual and group goals with organizational objectives.

3.      Development and Growth:

v  Provide facilities and opportunities for individual or group development that align with the organization's growth.

4.      Effective Utilization of Human Resources:

v  Attain the effective utilization of human resources in accomplishing organizational objectives.

5.      Individual and Group Needs:

v  Identify and fulfill individual and group needs by offering equitable wages, incentives, benefits, and social security.

v  Address the requirements for challenging work, prestige, recognition, security, and status.

6.      Morale and Human Relations:

v  Sustain high employee morale and foster sound human relations by continuously enhancing working conditions and facilities.

7.      Continuous Strengthening of Human Assets:

v  Perpetually strengthen and value human assets through the implementation of training and development programs.

8.      Societal Objectives:

v  Contribute to the alleviation of socio-economic issues such as unemployment, under-employment, and income distribution inequalities.

9.      Leadership and Stability:

v  Provide fair, acceptable, and efficient leadership.

v  Cultivate a favorable atmosphere for maintaining employment stability.

10.  Personal Objectives:

v  Assist employees in achieving their personal goals, thereby enhancing their contributions to the organization.

These objectives can be categorized into four main groups:

1.     Societal Objectives:

v  Responsibility: HRM is tasked with social and ethical responsibility, addressing the needs and challenges of society.

v  Impact Minimization: It aims to minimize adverse effects on the organization stemming from societal demands.

2.     Organizational Objectives:

v  Effectiveness: HRM contributes to the overall effectiveness of the organization.

v  It is a Means, Not an End: Recognizing HRM as a means to assist organizations in achieving their primary objectives.

3.     Functional Objectives:

v  Departmental Contribution: HRM aims to maintain the department's contribution at a level suitable for organizational needs.

v  Tailored Service: The level of HR service must be customized to meet the specific requirements of the organization.

4.     Personal Objectives:

v  Employee Development: HRM assists employees in reaching personal goals that enhance their contribution to the organization.

v  Retention and Motivation: Meeting personal objectives is crucial for employee retention and motivation.Top of Form

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Nature and Challenges of HRM:

1.     Complexity and Responsibilities:

v  HRM is complex and challenging, involving the management of diverse human factors.

v  The HR manager is responsible for meeting the firm's workforce requirements while considering employee and societal expectations.

2.     Evolving Role of HR Manager:

v  The role of the personnel manager has evolved over time.

v  Initially, the focus was on satisfying top management and organizational productivity.

v  It has since expanded to understanding and accommodating the needs of individual employees.

3.     Diverse Employee Needs:

v  Employees have multifarious needs as individuals and groups, posing a challenge for HRM.

v  Balancing individual aspirations with organizational goals is a complex task.

4.      Rise of Labor Unions:

v  Modern labor unions influence employment relations, adding a layer of complexity for HRM.

5.      Increasing Educational Levels:

v  The workforce has higher educational levels, leading to higher expectations regarding work, decision-making autonomy, and financial gains.

6.      Size and Complexity of Organizations:

v  Organizations are growing in size and complexity, making HRM more challenging.

7.     Demographic Changes:

v  Changes in the demographics of the workforce, including gender, age, ethnic groups, and family structures, add complexity to HRM.

8.     Government Regulations:

v  Increase government regulations, such as equal employment opportunity laws, impact employment relations.

9.      Technological Advancements:

v  Technological advancements, including office automation and telecommuting, change the work environment.

v  Automation reduces labor-intensive jobs but increases the importance of technical, managerial, and professional functions.

HRM faces the challenge of navigating these diverse and dynamic factors to create a harmonious and effective work environment.

 

 

 

 

 

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