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
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