“A Management Function Concerned With Hiring, Training, Motivating, Developing, and Maintaining Workforce in an Organization.” What is Human Resource Management?

 

Introduction.

Organization provides various products and services to the society to satisfy different needs of the people. It can be also defined as a group of people working together to achieve a common goal. An organization has components such as vision, mission, goals, objectives, resources, processes, systems, structure and culture. In order to reach organization’s vision, goals and objectives need to be achieved through effective and efficient utilization of resources.

There are certain basic functions all Mangers perform. These are planning, organizing, leading, and controlling. In total, they represent what managers call the Management Process.

Men are the person who take these all functions to achieve goals & objectives.

Definition of Management is “Attainment of organizational goals in an effective & Efficient manner through planning organizing controlling & leading organizational resources.”

Out of the resources mentioned above, Men or the Human Resource is considered the most important asset. The HRM is a very important function of the overall management of an organization. It is the company’s Human Resource, their knowledge, commitment, competency, and training but not the machines, material and the equipment etc. that provide the competitive advantage to a business against their competitors. Global companies like Microsoft, General Electric, are good examples of companies who have used their human resources capabilities in order to achieve competitive advantage.

Definitions of Human Resource Management.

1.Policies and practices involved in carrying out the “people” or human resource aspects of a management position – Gary Dressler.

2.French (1978), a US Professor, who defined HRM as the recruitment, selection, development, utilization of, and accommodation to human resources by organizations. According to him, the human resources of an organization consist of all individuals who are engaged in organizational activities regardless of their roles. At the time of giving the definition, then term was Personnel Management, not HRM. The definition’s content includes three HRM functions, i.e., recruitment, selection, and development, then utilization of employees and accommodation to employees. “Accommodating to human resources” implies that a human imperative in a modern organization exists and it is to enhance the quality of organizational life in a psychological and sociological sense.

3. Glueck (1979), who was a classic authority and a USA Professor in Personnel/HRM, defines in his textbook titled Foundations of Personnel that Personnel is that function of all enterprises which provides for effective utilization of human resources to achieve both objectives of the enterprise and the satisfaction and development of the employees.

4.Chruden and Sherman (1980) wrote a textbook titled Personnel Management and it does not give a particular definition of Personnel Management. However, the title of the textbook contains a subtitle, The Utilization of Human Resources. It indicates that HRM is the utilization of human resources.

 Role Of A HR Manager.

HR manger should be able to win the hearts and minds of all employees while executing his duties and responsibilities.

•  Strategist.
•  Change Agent.
•  Effective Leader
•  An Administrator
• Counsellor/Psychologist

History of Human Resource Management.

The history of human resource management is a very short. HRM was first known as Personnel Management. Personnel management at least in a primitive form has existed since the dawn of group efforts.

 Development and evaluation of HRM has been made through several stages and with the influences of a number of forces and factors. 

1Pre-industrial era
2.Industrail revolution & the factory system.
3.Scientific Management.
4. The industrial welfare movement.
5.Early industrial psychology.
6.The human relations movement.
7. The labour movement and the emergence of collective bargaining.
8. Emergence of personnel management.
9 Emergence of the HRM and the development of HRM.

 pre-industrial era had not practiced any personnel activities, nevertheless it is evident that unexpected and exciting several changes occurred during this era that represents seeds from which modern HRM grew.

Why is HR Management important to all Managers?

• It supports employees through every stage of the employee lifecycle.
• It ensures profitability through effective cost management.
• To Increase Productivity.
• It helps create a positive work culture.
• Reduce Unfair Labour Practice.
• It lowers compliance and other risks.
• To train employees.
• Avoid legal issues.
• To reduce discriminatory issue.
• Save resources, time and unnecessary cost.
• To motivate employees to do their best.
• To reduce employee turn over.
• To hire the right person to the right job.

Consequences of poor Human Resource Management.

• Employees will frequently confront the organization.
• Develop interests away from the job.
• Allow skills to deteriorate.
• Poor motivation.
• Hire the wrong person for the job.
• Hire turn over.

Key Results Areas of HRM.

• Human Resource Planning .
• Recruitment & Selection.
• Induction, Training & Development.
• Compensation Management.
• Performance Management.
• Succession Planning.
• Employee Welfare, Health & Safety.
• Grievance Handling.
• Employee Relations & Industrial Relations.
• HRIS
• CSR

Effective Management of people is difficult. Why?

• Every person is unique.
• Complexity.
• Unpredictable.
• Difficult to Understand.
• Difficult to motivate.
• Unending Needs.

Scope of Human Resource Management .

Strategic HR Activities.

Policy making, designing, devising hr strategies, contributing to the corporate plan of the organization & integrating human resource activities to the main purpose of the organization.

Advisory HR Activities.

HR Planning, industrial relations, industrial law, training & development, management development and organizational development.

Operational HR Activities.

Recruitment and Selection, Job Analysis, Job evaluation, Salary administration, incentives and benefits, administration of grievances, disciplinary procedure, communicating conditions of service, and maintaining personnel records.

Personnel Management VS HRM.

 

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Competencies Of Human Resource Manager 

(Dave Ulrich- HR Competency Model)

Video 

Conclusion

Human resources management, but most of the key features are commonly aimed at the development of a highly committed and adaptable work force. Organisations should aim to build the ‘HRM organisation’ by harnessing the co-operation and commitment of others through flexibility of function, time, task and reward. How-ever the HRM has to be treated with utmost caution. To have a corporation-wide mutually reinforcing set of HRM policies in an organisation operating in a highly diverse product market; and to create an organisational culture which pursues both individualistic and teamwork policies at the same time is a very difficult task. Today HRM is increasingly becoming a common term in the business world. Yet how much substance lies behind this terminology is still a matter of debate. Opinions still vary on the extent and pace of adoption of the ‘real’ HRM and the kindest conclusion that can be drawn is that the HR function has some way to go before it really becomes a part of the management of the new millennium.

References.

1.       Cole, G.A. Personnel and Human Resource Management,5^th Edition, 2002

2.       Armstrong, Michael, Handbook of Human Resource Management,11^th Edition,2008

3.     Farnham, D. (2010) Human Resource Management in Context, London, CIPD

4.     Storey, J., Ed. (2007) Human Resource Management: A Critical Text (3rd ed), London, Thomson

5.     Adrian Wilkinson (2022) Human Resource Management: A Very Short Introduction

6. Kumaraswamy Channabasaiah, Sachin B.S(2022) HUMAN RESOURCE MANAGEMENT PRACTICAL GUIDE FOR QUICK REFERENCE

  7. https://www.drnishikantjha.com/booksCollection/hrm-basic-notes.pdf

8.  https://www.uou.ac.in/sites/default/files/slm/BHM-702T.pdf

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