30-07-2012, 04:14 PM
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT.doc (Size: 672.5 KB / Downloads: 48)
INTRODUCTION:-
Human resource management deals with the management of people in an organization. It assed and accepted of an organization is the main component of an organization and the success or failure of the organization depends up on how effectively this component is managed.
The organization objectives and strategies are achieved if the personal policies and procedures are well connected and mainly contribute in that direction.
HRM is a proactive rather than reactive. It always examine as to what is to be done rather waiting to be told what to do about resulting paying or training of people. HRM is related to the continuous process of man power planning, selection, performance appraisal, salary, administration, training and management development.
Meaning of HRM:-
HRM means “The process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using the human resource in the organization”.
Definitions of HRM:-
According to professor, Jucius has defined personal management as the field of management which has to do with planning, organizing, directing and controlling the functions of processing, developing, maintaining & utilizing a labour force, such that the:
a) Objectives for which the company is established are attained economically and effectively.
b) Objectives of all levels of personnel are served to the highest possible degree and
c) Objectives of society are duly considered and served.
According to Flippo, “Human resource management is the planning, organizing, directing and controlling of the procurement development, compensation, integration, maintenance and separation of human resource to the end that individual organizational and social objectives are accomplished”.
Nature of Human Resource Management
The nature of human resource management has been highlighted in the following features which are derived from the definitions given above.
1. Integral part of the process of management:
Human resource management is embedded in the organizational structure of an enterprise, in here in its functioning and is an integral part of the process of management itself. Human resource management cannot be separated from the basis management function. This function performed by all the manages through the organizational rather than by the personnel department only.
2. Comprehensive function:
The main function of Human resource management is to manage people at work. It is a comprehensive function which covers all types of people at all levels in the organization. In other words, it applied to workers, other type of personnel in the organization.
3. Pervasive function:
HRM is comprehensive as well as pervasive. It is in herent in all organization and at all levels. It is not confirmed to industry alone. It is equally useful and necessary in govt. armed forces, It applies in all functional are as eg….. Production, marketing, finance research etc…. recruitment, selection development and utilization of people is an integral part of any organized effort. Each and every manager is involved with HR function.
In big Organizations, there is generally a separate personnel/human resource management, which provides expert advice and assistance concerning personnel matters. The authority to take decisions on these matters lies with the operating functions. Thus, personnel management is a staff functions but a line responsibility.
4. People oriented:
HRM is a people oriented function and is concerned with employees as individual as well as groups. It deals with human relationships within an organization. It is a process of finding out the optimum arrangement between individuals, jobs, organization and environment.
5. Based on human relations:
HRM is concerned with the motivation of HR in the organization .
Therefore HRM;
Stresses the solution of personnel problems to achieve both organizational objectives and personnel goal.
Considers every employee as an individual so as to provide services and programmers to facilitate employee satisfaction and growth.
Attempts to obtain willing co- operation of the employees for the attainment of desired objectives.
6. Continuous process:-
HRM is a continuous process. It is not a one shot function rather it is a never ending exercise. In the words of George.R terry. The human resource function cannot be turned on and off like water from the , It cannot be practiced only one hour each day or one day a week.
7. Science as well as art:
HRM is a science as it contains an organized body of knowledge consisting principles a techniques. It is an art handing people is one of the most creative arts.
8. Reset Origin:
As compared to other areas of management, HRM is a comparatively young discipline. It started in the later part of the 19th century.
9. Inter disciplinary:
In modern times HRM has become a highly specialized jib. It is an isolated subject, It is interdisciplinary.
10. Basic to all functional areas:
HRM as basis to all functional area as of the management such as production management, finance, marketing etc…
HRM does’t confine itself to the selection of right type of person of jobs, it helps to build a team spirit where employees satisfy their aspirations by developing themselves.
Importance of HRM
1) Human Resource Planning:
The available HR are to be fully utilized by the organization through HR planning recruitment and selection. Organization cannot offer to have even one elide employee. Therefore the importance of HR planning lies in the effective utilization of HR in the organization.
2) Forecasting of HR:
Forecasting the further HR needs and assessing the current needs has assessed through HR audit while estimating the future needs, HR planners decide the number of people they require according to the task to be completed.
3) Supply of HR:
Considering the HR as a very vital at factors, business houses have started humanization of work environment with the help of HRM.
4) To meet the organization requirement:
Try to specify the range of responsibility that will have to meet and what skills and knowledge organization members will needs.
5) To meet the Current Challenge:
A concept of globalization has resulted in higher mobility of man power to improve the quality of work life organization need technically training, skilled and experienced-man power free mobility of creative HR from developing countries to the developed countries.
6) To meet the global challenge:
Due to challenge is structure, technology, communication and information revolution, company applications in business practices changes in human value individual needs for the accomplishment self actualization