Functions & Objectives of
HRM
BY
SMART LEARNING WAY
Contents
Introduction of HRM
Meaning of HRM
Definition of HRM
Functions of HRM
Objectives of HRM
Conclusion
Introduction of HRM
Human resource are the most valuable and
unique asset of an organization. The successful management of an organization’s
human resource is an exciting , dynamic and challenging task , especially at a
time when the world has become a global village and economies are in a state of
flux. The scarcity of talented resource and the growing expectation of the
modern day worker have further increased the complexity of the human resource
function.
Even though specific human resource
function/activities are the responsibility of the human resource department ,
the actual management of human resource is the responsibility of all the
manages in an organization.
It is therefore necessary for all managers to
understand and give due importance to the different human resource policies and
activities in the organization. Human Resource management outlines the
importance of HRM and its different function in an organization. It examines
the various HR process that are concerned with attracting , managing ,
motivating and developing employees for the benefit of the organization.
Meaning of HRM
Human Resource Management (HRM) can be defined
as the set of programs, functions, and activities designed and performed in
order to maximize both employee as well as organizational effectiveness. It is
a management function that helps organization in recruiting, selecting,
training, developing and managing its members. HRM is concern with the
management of people in the organization from Recruitment to Retirement.
Definition of HRM
1.) 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.”
2) According to decenzo and Robbins, “HRM is
concerned with the people dimension in management. Since every organization is
made up of people, acquiring their services, developing their skills,
motivating them to higher level of performance and ensuring that they continue
to maintain their commitment to the organization are essential to achieving
organizational objectives. This is true, regardless of the type of
organization-government, business , education, health , recreation, or social
action.”
3.) HRM is the function within an organization
that focuses on recruitment of, management of, and providing direction for the
people who work in the organization. Human Resource Management can also be performed by line managers.
4) Human Resource Management is also a
strategic and comprehensive approach to managing people and the workplace
culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the
accomplishment of the organization’s goals and objectives.
5) Human Resource Management is the
organizational function that deals with issues related to people such as
compensation, hiring, performance, management, organization development,
safety, wellness, benefits, employee
motivation communication, administration, and training.
Functions of HRM
Management of human resources consist of
several inter-related function. These function are common to all organization
though every organization may broadly be classified into two categories,viz.,
(1) managerial function,
and
(2) operating functions.
There are three types of function.
Managerial function
Operative function
Procurement Function
(1) Managerial Function
Planning
Organizing
Directing
Controlling
(2) Operative Function
The operative or service functions of human
resource management are concerned with specific activities of procuring,
developing, compensating and maintaining an efficient work force.
(3) Procurement Function
It is concerned with securing and employing
the right kind and proper number of people required to accomplish the
organizational objectives. It consists of the following activities:
(a) Job analysis:-
It
is the process of studying in a job so as to identify the nature and level of
human resources required to perform the job effectively.
(b) Human Resource Planning:-
It is the process of estimating the
present and future manpower requirements of the organization, preparing
inventory of present manpower and formulating action programmes to bridge the
gaps in manpower.
(c) Recruitment:-
It is the process of searching for
required human resource and stimulating them to apply for jobs in the
organization.
(d) Selection:-
It implies judging the suitability of
different candidates for jobs in the organization and choosing the most
appropriate people.
(e) Placement:-
It means assigning suitable jobs to the
selected candidates so as to match employee qualifications with job
requirements.
(f) Induction or orientation :-
It
involves familiarizing the new employees with the company, the work environment
and the existing employees so that the new people feel at home and can start
work confidently.
2. Development Function
Human
resource development is the process of improving the knowledge, skills,
aptitudes and values of employees so that they can perform the present and
future jobs more effectively. This function compromise the following
activities:
a.Performance and Potential Appraisal :-
It
implies systematic evaluation of employees with respect to their performance on
the job and their potential for development.
b.Training :-
It
is the process by which employees learn knowledge, skills and attitudes to
further organizational and personal goals.
c.Executive Development :-
It
is the process of developing managerial talent through appropriate programmes.
d.Career Planning and Development :-
It
involves planning the career of employees and implementing career plans so as
to fulfill the career aspirations of people.
Compensation Functions
It
refers to providing equitable and fair remuneration to employees for their
contribution to the attainment of organizational objectives. It consists of the
following activities:
a.Job Evaluation :-
It is the process of determining the relative
worth of a job.
b.Wage and Salary Administration :-
It
implies developing and operating a suitable wage and salary programme.
c.Bonus :-
It
involves payment of bonus under the Payment of Bonus Act,1965 as well as
non-statutory bonus and other incentives.
Integration Function
It
is the process of reconciling the goals of the organization with those of its
members. Integration involves motivating employees through various financial
and non-financial incentives, providing job satisfaction, handling employee
grievances through formal grievance procedures, collective bargaining, worker’s
participation in management, conflict resolution, developing sound human
relation, employee counseling, improving quality of work life, etc.
Maintenance Function
It
is concerned with protecting and promoting and promoting the physical and
mental health of employees for this purpose several types of fringe benefit
such as housing, medical aid, educational facilities, conveyance facilities,
etc. are provided to employees. Social security measures like provident fund,
pension, gratuity, maternity benefits, injury/disablement allowance, group
insurance, etc. are also arranged.
Objectives of HRM
1)To help the organization reach its goals.
2)To ensure effective utilization and maximum
development of human resource.
3)To ensure respect for human beings. To
identify and satisfy the needs of individuals.
4)To ensure reconciliation of individual goals
with those of the organization.
5)To achieve and maintain high moral among
employees.
6) To provide the organization with
well-trained and well-motivated employees.
7) To increase to the fullest the employee’s
job satisfaction and self- actualization.
8) To develop and maintain a quality of work
life.
9) To be ethically and socially responsive to
the needs of society.
10) To develop overail personality of each
employee in its multidimensional aspect.
11) To enhance employee’s capabilities to
perform the present job.
12) To equip the employees with precision and
clarity in trans-action of business.
Conclusion
In today’s lecture, we will be having overview
of the entire course we have covered in previous modules and will consider the
reasons of importance of HRM.
A Human Resource Management is a managerial
function tries to match an organization’s needs to the skills and abilities of
its employees. Attracting developing, motivating and retaining required talent
and people in organization carries out this function.
Workforce of the organization is also being
utilized as a source of competitive advantage by acquiring financial or
economic capabilities, product capabilities, technological or process
capability, organizational capability
function.
Workforce of the organization is also being utilized as a source of
competitive advantage by acquiring financial or economic capabilities, product
capabilities, technological or process capability, organizational capability.
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it is really a good knowledge in simple and understanding language every one can understand this...
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