Human Resource Management Notes for B.com(P) Chapter 1 Human Resource Management
Characteristics / Features of Human Resources Management:
(1) HRM is a service Function: HRM is not a profit centre. It serves all other functional departments. but the basic responsibility always lies with the line managers. HRM is a staff function. The HTM manager has line authority only within his own department, but has staff authority as far as other departments are concerned.
(2) Focus on Results: HRM is performance oriented. It has its focus on rules. It encourages people to give their 100%. It tries to secure the best from people by wining the whole hearted cooperation. It is a process of bringing people and organisation together so that the goals of each are met. It is commitment oriented.
(3) People-Centred: HRM is about people at work both as individual and as a group. It tries to help employees to develop their potential fully. It comprises people-related functions like hiring, training and development, working environment, etc.
(4) Continuous Process: Human resource management is a continuous process in the sense that it is in operation from the day an entity comes into existence till the day its winds up. It basically takes into account managing human capital of the firm which is not one day or one weak deal rather it is an ongoing process.
(5) Comprehensive function: Managing human resources can never be an exclusive process as it involves all people at work. No individual irrespective of his designation, salary, nature of work is excluded from the periphery of human resource management.
Functions of Human Resource Management
HRM function are carried out y the HR managers to fulfil the goals and objectives of the orgainsation. They perform two sets of functions, namely managerial functions and operative functions.
(1) Managerial Functions:
functions like planning, organising, staffing, directing and controlling constitute the core managerial functions of an organisation. The specific activities performed under each of these functions are as follows:
(a) Planning: It involves the process of pre determining the personnel programmes that are necessary to achieve the organisational goals. Planning is such a crucial function of an organisation. It is the key to all other managerial functions.
The steps involved in planning are as follow:
--- Establishing goods and objectives to be achieved.
--- Developing rules and procedures.
--- Determining plans and forecasting techniques.
(b) Organising: Once the plans are formulated, the next step is to organise the men and material. Organising is a process through which the firm establishes its structure and determines the authority, responsibility and accountability of each member in relation to the job.
It involves:
--- Giving each member a specific task.
--- Establishing various departments and divisions.
--- Delegating authority to the members.
--- Establishing channels of authority and communications.
--- creating a system to coordinate he works of the members.
(c) Directing:
Directing includes those activities which guide and motivate the people to accomplish the goals of the enterprise. The employees of the organisation can be motivated through career planning, ensuring employees morale, developing coordial relationship and provision of safety and welfare schemes.
(d) Controlling:
Controlling is the process of checking the efficiency of the individuals and the groups in fulfilling the plans and goals. It is essential for continuous improvement in the managerial activities.
The process involved in controlling are:
--- Establishment of standard performance
---Measurement of actual performance
--- Comparison of actual performance with the standard one to find the deviation.
---Initiation of corrective actions, if there are any deviations.
(2) Operative Functions:
The Operative functions of HRM are as follow:
(a) Procurement:
It refers to a series of activities undertaken by the HR managers for filling the present and future vacancies of the organisation. The activities include job analysis and designing, HR planning, recruitment and finally, the selection of employees.
(b) Development:
Development refers to employees training as well as management development. HR managers are responsible for conducting and supervising training and development programmes for employees. The purpose of a training and development programmes is to increase the employees competencies in their job by improving their knowledge, skills and abilities.
(c) Compensation: Compensation refers o the determination of pay scale and other benefits for the employees. HR managers must ensure fair and equitable pay rates. In addition, HR managers should regularly manage the performance evaluation system of the organisation and continuously design reward system such as bonus and flexible work schedules.
(d) Integration: The integration function consists industrial relations and aims at ensuring good relations between the management and the employees. HR managers have to implement industrial relations programmes which ensure fair treatment in disciplinary action, grievance redressal and career management process.
Mostly Asked Question
Q1. Why is Human Resource Management considered to be important for the success of modern day organisation?
Or
How HRM plays a vital role in the success of an organisation?
Ans: Human Resource Management can help an enterprise in achieving its goals more efficiently in the following manner:
(1) By attracting the required talent through effective human resource planning, recruitment, selection, placement, orientation, compensation and promotion policies.
(2) By developing necessary skills and right attitude amongst the employees through training, development, performance, appraisal etc.
(3) By securing cooperation of the employees through motivation, participation, grievance handling, etc.
(4) By utilising effectively the human resources available to the organisation.
(5) By ensuring that the organisation in future would have a team of competent and dedicated employees.
تعليقات
إرسال تعليق