HUMAN RESOURCE MANAGEMENT

Definition of Human Resource Management: According to Fisher, Schoendfelt and Shaw, Human Resource Management involves all management decisions and practices that directly affect or influence the people or Human resources who work for the organization. It is a process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management refers to the administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration etc. it aims at developing people through work as well.

The Functions of Human Resource Management: Human Resource Management combines traditional administrative functions and welfare of the employees. The functions of Human Resource Management can be mainly classified into two categories, namely

(i)                 Managerial functions and

(ii)                (ii) Operative Functions. 

i.                    The Managerial functions can be divided into four such as Planning, Organizing, Directing and controlling.

Planning: It pertains to formulating strategies of personnel programs and changes in advance that will contribute to the organizational goals. It includes planning of human resources, requirements, recruitment, selection, training etc.

Organizing:  Since it is a means to an end, it is essential to carry out the determined course of action. An organization is a structure and a process by which a co-operative group of human beings allocates its task among its members and identifies the relationship and integrates its activities towards a common aim. In short, organization  deals with division of labour also because assignment of responsibility is a part of organization’s functions. 

Directing: Willing and effective cooperation of employees for achieving the goal of an organization is possible only proper direction. Direction is a great task of blending efforts for the successful attainment of the objectives of an organization. 

Staffing: It is the process of obtaining and maintaining competent personnel in various positions at all levels.

Controlling: Controlling includes checking, verifying comparing of the actual with the plans and identification of deviations if any. Auditing training programs, analyzing labour turnover records, directing morale surveys, conducting separate interviews are some of the means of controlling the personnel management function.

ii.                  Operative Functions:  Operative Functions of human resources management are related to specific activities of personnel management. They can be briefed as under:  

a.       Employment

b.      Human Resource Development

c.       Compensation

d.      Human Relations

e.       Industrial Relations

Employment: The first operative function of Human Resource Management is Employment. It covers such functions as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility.

Human Resource Development: it is a process of improving, moulding and changing the skills, knowledge, creative ability, aptitude, values, commitment etc based on the job and the organizational requirements. It also includes the Performance, Appraisal, Training, Management Development, Career Planning and Development, Internal Mobility, Transfer, Promotion and Organizational Development. It focuses on strengthening the skills and knowledge along with aptitude of the employees too.

Compensation: It is a process of providing adequate, equitable and fair remuneration or rewards to the employees.   It is inclusive of job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures etc. It is based on job evaluation.

Human Relations: It is a process of interaction among human beings. In management, it is to create a rapport between the organization and its customers and the public. It is to integrate people into work situations in a way that motivates them to work together. It includes understanding and applying the models of perception, personality, learning, intra and inter personnel relations etc. it also aims at creation a good relationship between the individual worker and the management, among the workers and the trade unions and the management. It also includes increasing employee productivity, keeping the employees satisfied, developing team building, leadership skills etc, implementing a fast and suitable grievance management system, ensuring discipline, counseling the employees, enhancing their quality for work and personal life.   

Industrial Relations: It refers to the study of relations among employees, employer, government and the trade unions. Indian labour market, Trade unionism, Collective bargaining, Industrial conflicts, workers’ participation in management etc. are covered in Industrial Relations