If you want to understand what is human resource management(HRM) then you need to understand definition of human resource management.

Edwin Flippo defines “Human Resource Management as the process of planning, organizing, directing, and controlling various aspects of human resources, including procurement, development, compensation, integration, maintenance, and separation. This aims to achieve individual, organizational, and societal objectives.”

Objectives of HRM

The objectives of human resource management (HRM) are to align the workforce with the organization’s aims and objectives. These objectives can differ based on factors like the organization’s size, industry, and culture, but some shared objectives include:

i. Organizational objectives

Organizational objectives involve measures taken to enhance the organization’s effectiveness. This encompasses activities such as training, ensuring the appropriate workforce size for specific tasks, and sustaining high employee retention levels.

ii. Functional objectives

Functional objectives are directives aimed at ensuring the smooth operation of HR within the broader organization. This involves optimizing the allocation of all HR resources to their maximum potential.

iii. Personal objectives

Personal objectives pertain to resources dedicated to supporting individual employee’s personal goals. This encompasses providing opportunities for education, career advancement, and fostering employee satisfaction.

iv. Societal objectives

Societal objectives involve implementing measures that address the ethical and social responsibilities of the company and its employees. This encompasses legal considerations like equal opportunity and equitable compensation for comparable work.

Scope of HRM

The scope of human resource management (HRM) is extensive and covers all facets of workforce management, including:

i. Human resources planning

Human resource planning, often referred to as HR planning, is a process through which a company assesses the number of open positions, determines if there’s a surplus or shortage of staff, and takes measures to address these staffing imbalances.

ii. Job analysis design

Job analysis is another critical aspect of Human Resource Management, providing comprehensive insights into job descriptions and employee qualifications within the company.

iii. Recruitment and selection

Job analysis in Human Resource Management provides insights into job descriptions and employee qualifications. Subsequently, the company advertises job openings, collects applications, conducts interviews, and selects the right candidate, highlighting the critical roles of recruitment and selection.

iv. Orientation and induction

After selecting employees, an induction or orientation program is conducted, a crucial aspect of Human Resource Management. This program acquaints employees with the company’s background, organizational culture, values, and work ethics, and introduces them to their colleagues.

v. Training and development

All employees undergo training programs to enhance their job performance. Even experienced staff receive refresher training. Training and development represent a significant investment for the company.

vi. Performance appraisal

Upon completing approximately one year of service, the Human Resources department conducts a performance appraisal to assess the employee’s performance. Future promotions, incentives, and salary increments are determined based on these appraisals.

vii. Compensation planning and remuneration

The Human Resources department is responsible for overseeing compensation and benefits, ensuring adherence to established rules and regulations.

Nature of HRM

The nature of human resource management (HRM) is intricate and diverse, with some of its primary features including:

i. Pervasive Function

HRM is implemented at all management levels and applies to a wide range of organizations, including non-profit entities.

ii. Result Oriented

Its primary goal is to attain organizational objectives by efficiently utilizing human resources.

iii. Tactful Approach

HRM involves managing individuals with unique characteristics, requiring managers to employ varied strategies and tactics according to different situations and circumstances.

iv. People-Centric

Human resource management primarily revolves around the workforce within an organization.

v. Integrative Action

It emphasizes fostering harmonious relationships among employees across various levels and effectively addressing employee concerns.

vi. Continuous Process

HRM is a continuous process involving the acquisition, development, and alignment of personnel with organizational objectives. It cannot be accomplished within a day, a week, or even a month.

Features of HRM

The features of human resource management (HRM) encompass several key aspects:

i. Decision Oriented

HR professionals must be decision-oriented when managing employees. This involves crucial decisions, like arranging further training for performance improvement or making unbiased promotion decisions based on satisfactory employee performance.

ii. Employee Oriented

HR professionals should prioritize employees and maintain an employee-oriented approach while also adhering to company policies.

iii. Provide Opportunities

HR should consistently plan and develop organizational structures to offer opportunities to employees.

iv. Continuous Process

Effective management should be an ongoing, dynamic process rather than becoming stagnant in one place.

v. Development-Oriented

The company should adopt a development-oriented approach, designing reward and incentive systems to encourage employee performance. HR should also be multidisciplinary, incorporating insights from employees with diverse backgrounds in fields such as psychology, sociology, anthropology, and political science.

vi. Integration of Goals

Integration of Goals is a policy in which employees and the organization share the same objectives, working together towards mutual success.

vii. Dynamic Function

Dynamic Function involves management adapting goals and the organization to external factors like social, economic, technical, and political changes.

HRM Functions

The functions of Human Resource Management are influenced by various factors that impact organizational operations. Here, we explore the diverse functions of HRM or Managerial functions of HRM.

i. Job analysis

Conducting job analysis helps identify the required skills and experience for effective job performance, simplifying the hiring process, determining fair compensation, and designing suitable training programs.

ii. Workforce operations

Workforce operations, such as establishing health and safety policies, addressing employee complaints, and collaborating with labor unions, play a vital role in ensuring compliance with regulations.

iii. Performance measurement

Performance measurement involves assessing performance, which is essential as it not only promotes employee development through valuable feedback but also serves as a basis for salary increases, promotions, and potential terminations.

iv. Incentive programs

Incentive programs involve acknowledging accomplishments and incentivizing top performers with bonuses and other benefits, which has been a proven method for inspiring employees to take ownership of business goals.

v. Professional development

Professional development, ranging from orientation to advanced training programs, aims to enhance productivity, decrease turnover, and reduce the need for extensive supervision.

In conclusion, Human Resource Management (HRM) plays a pivotal role in organizations by focusing on the effective utilization of human resources to achieve both individual and organizational objectives. It encompasses a diverse range of functions, from recruitment and training to performance evaluation and employee development. HRM is a dynamic field that continually evolves to meet the challenges of an ever-changing workplace landscape, making it indispensable for the success and growth of any organization.

FAQs