Human Resource Management

Human Resource refers to all the people working in an organisation at different levels. Management of human resources regarding their attainment, development, and maintenance for accomplishing organisational goals is called Human Resource Management.

It is concerned with the process of hiring and developing employees so that they become valuable to the organisation. HRM is designed to maximise the performance of the employees. It is responsible for the administrative focus that guides the employees of an organisation. 

The main functions of HRM include conducting job analysis, planning personnel needs, recruiting the right people, their orientation and training, managing wages, incentives and salaries, evaluating performance, resolving disputes and communicating with all the employees at all levels within the organisation. Human resource management also involves motivating the workforce and maintenance of healthy relationships with the workforce and trade unions. 

Objectives of Human Resource Management

Human Resource is the aggregate of inherent abilities, procured knowledge and skills represented by the talent and competency of the persons employed in an organisation. Management’s primary job is the effective utilisation of human resources to achieve organisational objectives, which could be profitable operations and growth through the satisfaction of certain needs of customers and society. 

The main objectives of Human Resource Management  are:

•  Organisational objectives. 

These functions acknowledge the function of human resource management in organisational effectiveness. HRM helps the business to accomplish its main goals. HRM is the means for an organisation to achieve efficiency and effectiveness. It serves various functional areas to help an organisation attain efficiency in its operations and goals. Acquiring the right people for the job and training and developing them according to their competencies are the main organisational objectives of HRM. HRM ensures that the right type and number of employees are always available to an organisation. Its approach is to properly utilise and maintain the workforce.

•  Functional objectives. 

These objectives attempt to maintain the HR department’s contribution at a level suitable for the organisation’s requirements. Human resources are required to be adjusted to match the organisation’s demands. HRM must make sure that the cost of maintaining an HR department for an organisation should not exceed its benefits.

•  Personal objectives. 

These objectives help workers in attaining their personal goals and objectives. Such objectives boost the individuals’ contribution to the organisation. It helps in raising the level of performance and satisfaction of the employees. HRM aims at achieving the employees’ personal goals and, in return, getting their commitment. 

• Societal objectives. 

The societal objectives are socially and ethically accountable for the requirements and difficulties of society. HRM makes sure that an organisation must consider legal, ethical, social and environmental issues. HRM ensures that an organisation does not violate legal issues like equal pay for equal work. Various social issues can affect an organisation’s decisions regarding its human resource. For example, society may restrict human resource decisions in employing laws dealing with discrimination, safety, or other aspects of societal concern.

Duties Within an Organisation of a Human Resource

“Human Resource Management is the responsibility of all Managers.” 

This statement is aptly stated as every manager working in whichever department is constantly dealing with people who are nothing but valuable human resources of the company. It is all the managers’ duty and responsibility to get things done by the employees in a mutually beneficial set-up.

They are required to fulfil significant objectives like:

• Effective utilisation of human resources
• Providing desirable working relationships among all members of the organisation
• Maximum individual development.

In fulfilment of the above objectives, all managers of the organisation are supposed to perform the role of human resource manager by planning, developing, and administering policies and programmes designed to make expeditious use of an organisation’s human resources.

HRM & HRD 

In Human Resource Management, deploying human resources with the right skills at the right price is more important than patronising involvement with people’s personal affairs. The human resource manager starts not from the organisation’s employees but the organisation’s need for human resources. The starting point of HRM is recognising that people are not simply one factor of production but the major source of competitive advantage. Companies recruit, train, reward, motivate and discipline their employees are of crucial importance to business success. 

Human Resource Development (HRD) at the organisational level includes the activities and processes undertaken to promote the intellectual, psychological, cultural, social and economic development of individuals and organisations to help them achieve the highest human potential. Human Resource Development is not a set of techniques but a process of helping people to accomplish competencies. It helps the organisation’s employees 

• acquire or sharpen the capabilities required to perform various functions of the present and future roles. 
• develop their capabilities as individuals and brings out the inner potential to develop an organisational culture 
• The process is facilitated by mechanisms like performance appraisals, rotation, training and career development.

Core Competencies of HRM

• Accountability

 It is concerned with responsibility for own actions and decisions and demonstrates a commitment to accomplishing work ethically, efficiently, and cost-effective.

• Adaptability

 It is concerned with adjusting to planned work by gathering significant information and applying critical thinking to address the demands of the changing environment.

•  Communication

It involves both speaking as well as listening skills. It aims at the exchange of information, ideas and facts for common understanding.

• Leadership 

It conveys one’s vision in ways that gain the support of others. Leaders act as monitors and motivators. They guide and direct the actions and efforts of the subordinates.

• Team focus

The Team focus is concerned with cooperation. It means working with others to achieve common goals. People with such competence participate in building a group identity characterised by trust, pride and commitment.

• Inclusiveness 

It is associated with fostering respect for all individuals and their points of view. It encourages interaction with all the members of the organisation. It demonstrates a personal commitment to creating an amicable environment for everyone.

• Occupational knowledge

It is concerned with the appropriate level of proficiency in the principles and practices of one’s field or profession. It demonstrates a commitment to continuous improvement, including application and understanding of technology.

Conclusion

Human Resource Management is the management work and is the part of the organisation that is concerned with the “people” dimension.

Human resources are considered the most important asset for any organisation. HRM plays a vital role in the accomplishment of organisational goals and objectives. HRM ensures that organisations can operate efficiently and that employees can work in a safe environment. HRM is important as it is to recruit, select, and train the workforce. It improves communication within the organisation. HRM reduces the costs associated with employee turnover and hiring new workers to fill job positions, HRM makes sure that employees receive fair compensation for their work. It also helps in building a strong employer employee relationship and in increasing the level of employee satisfaction within the organisation.