HUMAN RESOURCE MANAGEMENT

PREPARED BY: BANDANA DHUNGANA

SUDESH BHUSAL KIND KISHOR

Topics to be included

1. Introduction 2. Characteristics 3. Objectives 4. Components 5. HRM Environment

What is HRM ? Human ResourceManagement is a process of bringing people and organizations together so that the goals of each are met. It is the process of managing people in organizations in a structured and thorough manner . Human resource management is a process concerned with the management of human energies and competencies for achieving organizational objectives through acquisition, development, utilization, and maintenance functions. HRM is the organizational function , which can also be performed by Line managers , that deals with issues related to people like recruitment , compensation , health , safety , training & development , motivation etc.

Characteristics of HRM

Characteristics of HRM

1. Human Focus: HRM is concerned with the effective management of people possessing energy and capabilities. It is individual oriented. It is specially focused on the human oriented approach. The detailed investigation of human resource in organization is made.

2. Management Function: HRM involves managerial functions such as planning, implementing and controlling of acquisition, development, utilization and maintenance of human resources.

3. Pervasive Function: HRM is pervasive in nature as it is present in all enterprises. It is performed in all levels of management. The responsibility of human resource can not be delegated to others. HRM is practically implemented in the organization at various levels

4. Continuous Commitment: HRM is a continuous function of management. In other words, it is not a one-time process. It will continue till the organization exists. It is continuously monitored at every step of organization existence.

Characteristics of HRM

5. Dynamic: HRM is not a static concept but a dynamic function. It is also affected by internal environment like human resource policies, goals of the organization, structure etc. it is also affected by external environment. 6. System: HRM is a system of input, processing and output. It utilizes the input, process it and also provide output. Therefore, human resource management is the combination of input, processing and output, which is considered as a system. 7. Mutually-oriented: HRM ensures commitment of employees. It promotes mutuality between employers and employees in terms of mutual objectives, mutual influence, mutual respect, mutual rewards and mutual responsibilities. It focuses on team work.

Objective of HRM

Objective Of HRM • Societal Objectives:

HRM must see that the legal, ethical, and social environmental issues are properly attended to. Equal opportunity and equal pay for equal work are the legal issues not to be violated. To take care of farmers (whose land has been acquired for the factory) and tribal’s (who are displaced by industries and mining companies) are the ethical issues.The results are clear when these issues are not taken care of. To help the society through generating employment opportunity, creating schools and dispensaries, helping women empowerment are the social responsibility issues.

• Organizational Objectives: HRM means to achieve efficiency and effectiveness. It serves other functional areas, so as to help them to attain efficiency in their operations and attainment of goals to attain efficiency. Acquiring right man for the right job at right time in right quantity, developing through right kind of training, utilizing the selected workforce, and maintaining the workforce are the organizational objectives of HRM. Succession planning is an important issue to be taken up as a contemporary organizational objective.

Objective Of HRM • Functional Objectives:

Functional objectives attempt to maintain the department’s contribution at a level suitable for the organisation’s requirements. Human resources need to be adjusted to match the organisation’s demands. The department’s level of service should be customized to suit the business it assists.

• Personal Objectives: In today’s world there is shortage of requisite talent. Employees are encouraged by competitive firms to change the jobs. HRM has the responsibility to acquire, develop, utilize, and maintain employees.This would be possible only when the HRM helps employees to achieve their personal goals to get their commitment. Creating work-life balance for the employees is a personal objective.

Components of HRM

Components of HRM

Acquisition: Acquisition ensures right number of people at right place and at the right time in the organization. Acquisition mainly consists of recruitment (identifying potential candidates), selection (selecting the best candidates and rejecting the wrong one), socialization (adaptation of new employees in the organization.)

Development: Human resource management provides favorable environment for employees so that people working in organization can work creatively. This ultimately helps them to develop their creative knowledge, ability and skill. To develop personality of employees, human resource management organizes training and development campaigns which provides an opportunity for employees to enhance their caliber to work.

Components of HRM Utilization:

Human resource management ensures the effective utilization of resources. HRM teaches how to utilize human and non-human resources so that the goals can be achieved.Organization aiming to utilize their resources efficiently invites the HR department to formulate required objectives and policies

Maintenance: Maintenance ensures retention of employees in the organization. Highly qualified manpower should be retained (hold) in the organization. Maintenance involves compensation management, employees’ discipline, grievances (hopeless) handling and employees’ welfare.

HRM Environment

HRM environment consists of forces that affect thee performance and outcomes of HRM.

HRM Environment Internal Environment: Forces in the internal environment provide strengths and weakness. They are controllable by HRM.

Organizational goals: desired outcomes which provide frame of reference for conducting HRM.

Policies: they provide guidelines for HRM decisions and actions. Structure: it is the design of jobs and relationships. It divides HRM

activities and coordinates HRM efforts. Reward system: it ensures attraction and retention of quality human

resources. Organization culture: it includes shared norms, values, beliefs, and customs

that guide organizational behavior. Stakeholders: they consist of employees, labour unions, customers,

competitors, government and pressure groups who have interest in the performance of organization.

HRM Environment

External Environment: Dynamic forces in the external environment provide opportunities and pose threats. They are uncontrollable by HRM.

Politics / laws: political situation and laws restrain or encourage HRM activities.

Economic forces: they consists of economic systems, policies and conditions which affect job market and reward system of employees.

Socio-cultural forces: related to human relationships which provide status to jobs.

Technology: it consists of skills, methods, systems and equipment.

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