Decoding Human Resource Management

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.’