IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
BY
SMART LEARNING WAY
CONTENTS
Introduction of HRM
Definition of HRM
Importance of
HRM
Characteristics of HRM
Summery
Bibliography
Introduction of HRM
HRM is a management function involving procurement of suitable human
resources, train and develop their competencies, motivate them, reward them
effectively and create in them an urge to be part of the management team whose
aim should be rendered, dedicated, committed service for the success and growth
of the organization.
The
term human resources spell the total sum of all the components ( like skill,
creative abilities ) possessed by all employees and other person( like self
employees, employees, owners, etc.) who contribute their services to attain the
organizational objectives and goals. Human resource include human values,
ethos. The term HRM is much more broader compare to the term personnel
management’s level or in coverage at organization level.
DEFINITION OF HRM
HRM is
concerned with the people who work in the organization to achieve the objective
of the organization. It concerns with acquisition of appropriate human
resources, developing their skills and competencies, motivating them for best
performance and ensuring their continued commit organizational objectives.
This definition applies to all types of organizations, e.g.,
industry, business, government, education, health or social welfare of the
people.
HRM refers to activities and functions
designed and implemented to maximize organizational as well as employees
effectiveness.
HRM relates to the total set of knowledge,
skills and attitudes that firm need to compete. It involves concern for action
in the management of people, including selection, training and development,
employee relations and compensation.
HR of an enterprise have been defined as the
knowledge, skills, creative abilities, talent and aptitude of its employee.
Importance of human resource management
the
significance of human resource management Can be discussed at four level
1) Corporation
2)
Professional
3) Social
4)
National
Significance
1.) An enterprise:
a) Attracting and retaining the required talent
through effective human resource planning, recruitment, selection, placement,
orientation, compensation and promotion policies.
b) Developing the necessary skills and right
attitudes among the employees through training, development, performance
appraisal, etc.
c) Securing willing co-operation of employees
through motivation, participation, grievance handling, etc.
d) Utilizing effectively the available human
resources.
e) Ensuring that the enterprise will have in
future a term of competent and dedicated employees.
2) Professional significance
Effective management of human resource helps to improve the quality of
work life. It permits term work among employees by providing a healthy working
environment. It contributes professional growth in the following ways:
a) Providing maximum opportunities for
personal development of each employee.
b)
Maintaining healthy relationships among individuals, and different work groups.
c)
Allocating work properly.
3) Social significance
Sound human resource management has a great significance for the
society. It helps to enhance the dignity of labor in the following ways:
a) Providing suitable employment that provides
social and psychological satisfaction to people.
b) Maintaining a balance between the jobs
available and the jobseekers in terms of numbers, qualifications, needs and
aptitudes.
c)
Eliminating waste of human resources through conservation of physical and
mental health.
4) National significance:
Human resources and their management plays a vital role in the
development of a nation. The effective exploitation and utilization of a
nation’s natural, physical and financial resources require an efficient and
committed manpower.
There are wide differences in development
between countries in the quality of their people. Countries are underdeveloped
because their people are backward. The level of development in a country
depends primarily on the skills, attitudes and values of its human resources. Effective management of
human resources helps to speed up the process of economic growth which, in
turn, leads to higher standards of living and fuller employment.
As the
central subsystem , HRM interacts closely and continuously with all other subsystems of an organization.
The quality of people in all subsystems depends largely upon the policies,
programmes and practices of the HRM subsystem. The quality of human resources
determines in turn the success of an organization.
Management is primarily dealing with human
beings and human problems are present everywhere. According to Lawrence apply,
“management is the development of people, not the direction of things. In the
modern era of automation and competent people to run it.
Human resource management has became very
significant in recent decades due to the following factors:
1) Increase in the size and complexity of
organization, e.g., a multinational corporation employing millions of persons.
2) Rapid technological developments like
automation, computerization, etc.
3) Rise of professional and knowledgeable
workers.
4) Increasing proportion of women in the
workforce.
5) Growth of powerful nationwide trade unions.
6) Widening scope of legislation designed to protect the interest of the working class.
7) Revolution in information technology that might
affect the work force.
8) Rapidly changing jobs and skills requiring
long. Term manpower planning.
9) Growing expectations of society from
employers.
Characteristics of HRM
·
Comprehensive
function
·
People – oriented
·
Action – oriented
·
Individual –
oriented
·
Development –
oriented
·
Pervasive
function
·
Continuous
function
·
Future oriented
·
Challenging
function
·
Science as well
as art
·
Staff function
·
Young discipline
·
Interdisciplinary
·
Nervous system
1.) Comprehensive function:
Human resource management is concerned with managing people at work. It
covers all types of people at all levels in the organizations. It applies to
workers, supervisors, officers, managers and other types of personnel.
2.) People – oriented:
Human resource management is concerned with employees as individuals as
well as groups. It is the task of dealing with human relationships within an
organization.
3.) Action – oriented:
Human resource management focuses on action rather than on
record-keeping or procedures. It stresses the solution of human resources
problems to achieve both organizational objectives and employees personal
goals.
4. Individual – oriented:
Under human resource management, every employee is considered as an
individual so as to provide services and programmer to facilitate employee
satisfaction and growth.
5. Development – oriented:
Human resource management is concerned with developing potential of
employees so that they get maximum satisfaction from their work and give their
best efforts to the organization.
6. Pervasive function:
Human resource management is inherent in all organizations and at all
levels. It is not confined to industry alone. if is equally useful and
necessary in government, armed forces, sports organizations and the like.
7. Continuous function:
Management of human resources is an ongoing or never- ending exercise
rather than a ‘one-shot’ function. In the words of terry, “it cannot be turned
on and off like water from a faucet; it cannot be turned on and off like water
from a faucet; it cannot be practiced only one hour each day or one day a
week.
8. Future oriented:
Human resource management is concerned with helping an organization
achieve its objectives in the future by providing for competent and well-
motivated employees.
9. Challenging function:
Managing of human resources is a challenging job due to the dynamic
nature of people. People have sentiments and emotions so they cannot be treated
like machines. It is, therefore, necessary to handle them tactfully.
10. Science as well as art:
HRM is a science as it contains an organized body of knowledge
consisting of principle and techniques.
11.Staff function:
The function of human resource management is advisory in nature.
12.Young discipline:
Human resource management is of comparatively recent origin at started
in the last part of the 19th century.
13.Interdisciplinary:
HRM involves application of knowledge drawn from several disciplines
like sociology, anthropology, psychology, economics, etc.
14.Nervous system:
Human resources management is similar to the nervous system in the human
body. The nervous system is not an adjunct to the body but is inherent in the
whole body and intimately associated with its every movement.
Summery
The
importance of human resource management discussed at corporate level,
professional level, social level, and national level. In enterprise the
importance for HRM is help to achieving its goal more efficiently and
effectively.
In
professional level its help to improve the quality of work life. In
social level its helps to enhance the dignity of labor. HRM plays a vital role
in the development of nation. The effective exploitation and utilization of a
nation’s natural, physical and committed
manpower.
Bibliography
1. Personnel management text & cases
C.B.
Mamoria
S.V.Gankar
Himalaya publishing house
2. Personnel management
C.B.
mamoria
Himalaya publishing house, mumbai
3. HR & personnel management
k.
Aswathappa
4. HRM
Dr. C.B. Gupta
Sultan chand & sons
Educational publishing
New
Delhi
5.Human resource management
Dr.tripathi
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