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    Human Resource Management Concept

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    Allu Arjun
    Human resource management (HRM) involves managing people in an organization with a focus on both developing human resources and effectively managing employees. The key aspects of HRM include recruiting, selecting, training, and developing employees. The objectives of HRM are to ensure the availability of competent employees for an organization and assist both employees and the organization in achieving their goals. HRM is important from social, professional, and enterprise perspectives as it enhances employee dignity, promotes effective teamwork, and helps organizations accomplish their goals.

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    Human Resource Management Concept

    Uploaded by

    Allu Arjun
    41 views8 pages
    Human resource management (HRM) involves managing people in an organization with a focus on both developing human resources and effectively managing employees. The key aspects of HRM include recruiting, selecting, training, and developing employees. The objectives of HRM are to ensure the availability of competent employees for an organization and assist both employees and the organization in achieving their goals. HRM is important from social, professional, and enterprise perspectives as it enhances employee dignity, promotes effective teamwork, and helps organizations accomplish their goals.

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    Human resource management (HRM) involves managing people in an organization with a focus on both developing human resources and effectively managing employees. The key aspects of HRM include recruiting, selecting, training, and developing employees. The objectives of HRM are to ensure the availability of competent employees for an organization and assist both employees and the organization in achieving their goals. HRM is important from social, professional, and enterprise perspectives as it enhances employee dignity, promotes effective teamwork, and helps organizations accomplish their goals.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    41 views8 pages

    Human Resource Management Concept

    Uploaded by

    Allu Arjun
    Human resource management (HRM) involves managing people in an organization with a focus on both developing human resources and effectively managing employees. The key aspects of HRM include recruiting, selecting, training, and developing employees. The objectives of HRM are to ensure the availability of competent employees for an organization and assist both employees and the organization in achieving their goals. HRM is important from social, professional, and enterprise perspectives as it enhances employee dignity, promotes effective teamwork, and helps organizations accomplish their goals.

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    HUMAN RESOURCE MANAGEMENT

    CONCEPT
    HRM is concerned with the human beings in an organization. “The management of man”

    is a very important and challenging job because of the dynamic nature of the people. No

    two people are similar in mental abilities, tacticians, sentiments, and behaviors; they

    differ widely also as a group and are subject to many varied influences. People are

    responsive, they feel, think and act therefore they can not be operated like a machine or

    shifted and altered like template in a room layout. They therefore need a tactful handing

    by management personnel.”

    HRM is the process of managing people of an organization with a human approach.

    Human resources approach to manpower enables the manager to view the people as an

    important resource. It is the approach through which organization can utilize the

    manpower not only for the benefits of the organization but for the growth, development

    and self satisfaction of the concerned people. Thus, HRM is a system that focuses on

    human resources development on one hand and effective management of people on the

    other hand so that people will enjoy human dignity in their employment.

    Definition.

    The first definition of HRM is that “It is the process of managing people in organizations in a
    structured and thorough manner.

    The second definition of HRM encompasses “The management of people in

    organizations from a macro perspective, i.e. managing people in the form of a collective

    relationship between management and employees.”

    NATURE OF HRM

    HRM is a management function that helps managers to recmit, select, train and develop

    members for an organization. HRM is concerned with people’s dimension in

    organizations. The following aspects constitute the core of HRM:


    1. HRM Involves the Application of Management Functions and Principles. The functions
    and principles are applied for acquiring, developing, maintaining and providing remuneration
    to employees in organization.

    2. Decision Relating to Employees must be integrated. Decisions on different aspects of

    employees must be consistent with other human resource (HR) decisions.

    3. Decisions Made Influence the Effectiveness of an Organization. Effectiveness of an

    organization will result in betterment of services to customers in the form of high quality

    products supplied at reasonable costs.

    4. HRM Functions are not confined to Business Establishments Only but applicable to

    non-business organizations such as education, health care, recreation and like.

    HRM refers to a set of programmes, functions and activities designed and carried out in

    order to maximize both employee as well as organizational effectiveness.

    OBJECTIVES OF HRM

    The primary objective of HRM is to ensure the availability of competent and willing

    workforce for an organization. Beyond this, there are other objectives too. Specifically,

    HRM objectives are four fold: Societal, Organization, Functional and personal.

    • 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. Personal objectives of

    employees must be maintained, retained and motivated.

    Functional Objectives:

    To maintain the contribution of department at an appropriate level organization should

    fulfill the needs. Resources are wasted when HRM is either more or less sophisticated to

    suit the organizations demands.

    • Organizational Objectives:

    To recognize the role of HRM in bringing about organizational effectiveness, HRM is not

    an end in itself but it is only a mean to assist the organization with its primary objectives

    organization.
    • Societal Objectives:

    To be ethically & socially responsible for the needs and challenges of society while \
    minimizing the negative impact of such demands upon the organization to use their resources
    for society’s benefits in ethical ways may lead to restriction.

    SCOPE OF HRM

    The scope of HRM is indeed vast. All major activities in the working life of a
    worker from the time of his or her entry into an organization until he or she leaves the
    organization comes under the preview of HRM.

    The major HRM activities include HR planning, job analysis, job design, employee

    hiring, employee and executive remuneration, employee motivation, employee

    maintenance, industrial relations and prospects of HRM.

    The scope of Human Resources Management extends to:

    > All the decisions, strategies, factors, principles, operations, practices, functions,

    activities and methods related to the management of people as employees in any

    type of organization.

    > All the dimensions related to people in their employment relationships and all the

    dynamics that flow from it.

    These are given below:

    ❖ Human Resource Planning

    ❖ Design of the Organization and Job

    ❖ Selection and Staffing

    ❖ Training and Development

    ❖ Organizational Development

    ❖ Compensation and Benefits

    ❖ Employee Assistance

    ❖ Union/Labour Relations

    ❖ Personnel Research and Information System


    IMPORTANCE OF HRM

    The importance of human resource management can be discussed by Yodder,


    Heneman

    and others, from three standpoints, viz., social, professional and individual enterprise.

    1. Social Significance:

    Proper management of personnel enhances their dignity by

    satisfying their social needs. This is done by:

    (i) maintaining a balance between

    the jobs available and the jobseekers, according to the qualifications and needs;

    (ii) Providing suitable and most productive employment, which might bring them

    psychological satisfaction.

    (iii) making maximum utilization of the resources in

    an effective manner and paying the employee a reasonable compensation in

    proportion to the contribution made by him.

    (iv) eliminating waste or improper

    use of human resource, through conservation of their normal energy and health,

    (v) by helping people make their own decisions, that are in their interests.

    2. Professional Significance-. By providing healthy working environment it

    promotes team work in the employees. This is done by:

    (i) maintaining the dignity

    of the employee as a ‘human-being’

    (ii) providing maximum opportunity for

    personal development

    3. providing healthy relationship between different work

    groups so that work is effectively performed

    (iv) improving the employees’

    working skill and capacity


    (v) correcting the errors of wrong postings and proper

    reallocation of work.

    3. Significance for Individual Enterprise: It can help the organization in

    accomplishing its goals by: (i) creating right attitude among the employees

    through effective motivation; (ii) utilizing effectively the available goals of the

    enterprise and fulfilling their own social and other psychological needs of

    recognition, love, affection, belongingness, esteem and self-actualization.

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