SCOPE OF HRM - HUMAN RESOURCE MANAGEMENT THEORY

SCOPE OF HRM

BY
SMART LEARNING WAY

CONTENTS

Introduction

Meaning &Definition human resources management

Scope of HRM chart

Scope of HRM

Conclusion

Bibliography

Introduction

                 

 The history of HRM can be traced to England, where masons, carpenters, leather workers, and other crafts- people organized themselves into guilds. They used their unity to improve their work condition.

                       

The field further developed with the arrival of the Industrial Revolution in the latter part of the 18th century, which laid the basis for a new and complex industrial society. In simple terms, the industrial revolution began with the substitution of steam power and machinery  for time consuming hand labor.

                   

 Working conditions, social patterns, and the division of labor were significantly altered. A new kind of employee- a boss, who wasn’t necessarily the owner, as had usually been the case in the past- became a power broker in the new factory system. With these changes also came a widening  gap between workers and owners.

MEANING & DEFINITION OF HRM 
 

 Human Resource management is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, hrm is concerned with  the people's dimension in organization.
 

Human resources management is also a management function concerned with hiring, motivating and maintaining people in an organisation. It focuses on people in organisation.

 
Organizations are not mere bricks, mortar, machinery or inventories. They are people who staff and manage organizaitons.

HRM involves the application of management function and principles. The function and principles are applied to requisitioning, developing  maintaining and remunerating employees in organization.

HRM function are not confined to business establishments only. They are applicable to non- business organization, too, such as education, health care, recreation, and the like.

A series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organization and the employees to achieve their objective.

HRM is concerned with the people dimension in management. Since every organisation 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 organisation are essential to achieving organisational objectives. This is true, regardless of the type of organisation- government, business, education, health, recreation,  or social action.

 HRM is the planning, organizing, directing and controlling  of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational, and social objective are accomplished.

             

Thus, HRM refers to a set of programmes, function and  activities designed and carried out in order to maximize  both employee as well as organizational effectiveness.

Scope of HRM

        

Human resource management is the function within an organization that focuses on recruitment of management of and pro.

  

Scope of HRM

  1.  Control

   2.  Acquisition

   3.  Maintenance

   4.  Development

1. Control Includes

      Human resources Audit

      Human resources Accountancy

      Human resources Information system

2. Acquisition Includes

   Human resources planning

   Recruitment, selection placement

3. Maintatanance  Include

      Remuneration

      Motivation

      Health & safety

      Social security

      Industrial Relationship

      Performance Appraisal

4. Development Include

     Training

     Career Development

     Organization Development

     Internal Mobility

Scope of hrm

  1.  The labour or human resource aspect:

                                It is concerned  with manpower planning, recruitment, selection placement induction, transfer promotion demotion, termination, training  and development lay off and retrenchment, wage and salary administration (remuneration) incentive productivity etc..                        

 2. The welfare aspect:

                         this aspect is concerned with working conditions and amenities such as canteens, creches restrooms lunch rooms, housing transport education medical help health and safety washing facilities recreation and  culture facilities etc…

3. The industrial relations aspect:

                         This is concerned  with the company’s  relations with employees. It includes union- management relations, joint consultations, negotiating, collective bargaining, grievance handling, disciplinary actions, settlement of industrial disputes, etc…

                         all the above aspect are concerned with human element in industry as distinct from the mechanical element.

The scope  of hrm has expanded considerably in recent decades. Now, techniques and style of managing human resources, research in behavioral   science, establishment of training institutes, etc. have contributed to the expansion of human resource function. Human resource management is no longer confined to wage earners in factories. It has become equally significant in offices, hospitals, government, etc.                          

According  to Dale Yoder, the scope of human resource management is very wide. It consists of the following functions:

1. Setting general and specific management policy for organisational  relationships, and establishing and maintaining  a organisation for leadership and cooperation.

 
2. collective bargaining, contract negotiation, contract administration and grievance  handling.

3. Staffing the organisation, finding, getting and holding prescribed types  and number of workers.

4. Aiding in the self –development of employee at all levels providing opportunities for human resource development and growth as well as for acquiring requisite skill and experience.

 5. Developing and maintaining motivation for workers by providing incentives.

6. Reviewing and auditing manpower management in the organisation,     

7. Industrial relations research –carrying out studies designed to explain employee behaviour and thereby effecting improvement in manpower management.

Conclusion

                            

 Human resource management (HRM) is a management function that helps managers plan, recruit, select, train, develop, remunerate and maintain members for organization. HRM is the latest nomenclature used denote personnel management (PM).

  

 HRM has four objectives, namely (1)societal, (2) organization, (3) functional, and (4) personal, Two issues arise when one talks about the organization of HR function-(1) status of the HR department in the overall set- up, and  (2) composition of the department itself.

 Both depend upon the scale of operations and attitude of top management towards HRM. Outsourcing will have negative impact on HR department.

 The HR/ personnel manager must be fair and firm, tactful and resourceful, sympathetic and considerate, knowledgeable about labour laws, have a broad social outlook, and have competence and confidence. Academic qualifications wiil also be desirable. These qualities will make him/her successful in his/her profession.

Bibliography

HRM & personnel management

       K. Aswathappa

       Text & cases

Human resource management

      C.B Gupta

      Sultan Chand  & Sons

Human resource management

         John M Ivancevich