Introduction
The term Human Resource Management contains three separate
associations that are first Human or Man or Individual second is Resources or
Assets or Capital the last one is Management or Supervision or Administration.
If we put the given three terms together it means Man Asset Administration or
to make it simpler Supervising Human Capital.
Human resource management is related to managing the most important
factor that is “MAN”, which is not only an important task but a very
challenging one too. It is important because all other organizational factors
are managed by this factor (MAN), and it is challenging because human nature is
very unpredictable, no two people are alike in their nature – and this makes
the world of human beings a rewarding experience.
The importance of the study of human resource management can be
stated by the fact that an organization itself consists of many human groups
which work together as a team for the accomplishment of some specific goals for
which the organization has come into existence. Thus, we can say that human
resource management is concerned with any activity relating to human elements
or relations in organization and it is this main factor that makes an
organization a success.
Meaning and Definition:
Simply put, human resource management is a management function that
helps managers’ recruit, select, train and develops members for an
organization. Apparently, HRM is concerned with the people’s dimension in
organizations.
Definitions:
As stated by C.B. Mamoria: “Human resource management is that phase
of management which deals with the effective control and use of manpower as
distinguished from other sources of power.”
According to Edward Flippo: “ personnel management is the planning,
organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the
end that individual, organizational and societal objectives are accomplished.”
To understand the term HRM meticulously we need
to see it as a system in which participants seeks to attain both individual and
group goals. Following on the footsteps of management HRM also proclaims the
attainment of super-ordinate goals while helping the involved individuals to
attain their respective objectives.
Figure 1: HRM as a System for Goal Attainment
Scope of HRM:
The scope of HRM is very vast. Particularly, the activities included
are –
- HR Planning
- Job analysis and design
- Recruitment and selection
- Orientation and placement
- Training and development
- Performance appraisal and job evaluation
- Employee and executive remuneration
- Motivation of the workforce
- Communication within the organization
- Welfare, safety, and health, industrial relations etc.
Figure 2: Scope of HRM
Importance of HRM:
·
Proper management of human
resources enhancing their dignity by satisfying their social needs.
·
Maintaining a balance between
the jobs available and the job seekers.
·
Providing suitable efficient
effective and most productive employment to human resources.
·
Making maximum utilization of
the resources in an effective manner and paying the employees a reasonable
compensation.
·
Doing away with improper use of
human resources and providing them with workable environment and protecting
their health.
·
Helping human resources make
healthy decisions and protecting their interests.
·
Promoting team work and team
spirit among the employees.
·
Providing opportunities for
personal and professional development.
·
Maintain healthy relationship
between different work groups so that work is effectively performed.
·
Improving the employees working
skills and capacity.
·
Reallocation of work so as to
enhance working capacities of workforce.
· Creating right attitude in
human resources by motivating them.
·
Effective utilization of
available human resources so as to facilitate organization attain its
objectives.
·
Securing willing cooperation of
the employees and fulfilling their own social and other needs.
The HR manager:
The HR manager is a generalist rather a
non-specialist who oversees or governs as well as coordinates programmes cutting
across all functional areas. The HR manager is typically a top-ranking individual in
an organization who oversee how human beings involved in each of the
operational department are functioning as well as what are the requirements of
each of the operational unit moreover how each functional unit could be made
more effective and efficient by providing most apt and job-fit human resources.
Figure 3: The Tasks of a HR Manager
The following qualities can make a successful HR manager:
The HR manager ought to be fair
and firm, sensitive and thoughtful,
tactful and resourceful, practical and imaginative, sympathetic and considerate, knowledgeable about labour laws, have a
wide spectrum of information along
with broad social outlook, and have competenceand confidence, should also
be trust worthy, should have excellent image in the corporate as
well as among employees, good
communication skills, should have good
convincing skills, and an adorable
balancing nature and personality.
Conclusion
Till date taken not so seriously the human resource department has
become very important in this modern era as now it has become a well known fact
that in order to survive in this fierce competitive world onlythe Human factor
cannot be copied by your competition so human assets or human resources has to
be managed well so as to have competitive advantage or an edge over your competitors.
We need to understand that the true value generator for any organization is
human resources andit should also be noted that in order to succeed the Human
Resources are to be managed strategically. We need to remember that the ‘The
true essence of any organization is its members.’
