Objectives of human resource management : The term Human resource (HR) represents the people who work for an Organisation or a Company and the authorized department accountable to use to portray the resources related to the workforce. The term HR first came into significance in 1960s with the increasing importance of the labor dealings such as motivation, organisational behavior, and recruitment procedures started taking shape.
what is Human Resource
Human resource management deals with the management and progress of employees in an organization. It is also called personnel or capacity management. HR involves functioning aspects of all things related to managing an organization’s human investment.
Human resource management therefore focuses on a number of major areas which include:
• Recruitment and staffing: The HR professional works with the hiring managers and hiring agencies to design an action plan for hiring a diverse workforce.
• Defining and delegating the work: The HR professional works with the hiring managers to define the role of the hired employee and delegate work for them.
• Measuring and appraising the workforce: It is the responsibility of the HR professional to conduct and go through staff appraisals for implementing timely salary hikes and rewards.
• Staff benefits and compensation: The HR professional shall assure the workforce with a guaranteed pay, bonus policy, night shift allowances, paid time-off, medical insurance and performance based incentives.
• Staff training and learning: The HR professional recommends, creates and conducts staff training programs to augment diversity, customer service skills and communication skills. Finds from the managers their need and creates and implements on-job training modules.
• Personnel and employee relation: The HR professional maintains confidentiality with all employment-related matters and fosters transparency with all the employees and listens to their needs and concerns. The HR works with the management to resolve any employee related issues.
• Development of the Organisation: It is the planned effort for a workforce and the organisation where the leadership is supported by its employees resulting in the increase of the organisation’s effectiveness.
Human Resource Management – importance
The key responsibility of the Human resource is to develop and administer programs to increase the efficacy of a business or establishment. Its focus is on the entire field of creating, overseeing and refining the employer-employee relationship.
The Human Resource department is responsible for:
• Job and role design
• Organisation development
• Talent Management
• Manpower selection tests, selection and recruitment
• Introduction to the organisation,
• Induction process
• Performance evaluation and appraisal
• Designing the wellness programs
• Promoting employee benefits.
• Design, promotion and enforcement of Personnel policies
• Employee Career enhancement
• Job Training
• Nurturing the new hires
• Designing Orientation Programs
• To provide guidance staff behavior and Disciplinary actions.
• Providing medical aid
• Payroll administration
• Monitoring the time-in, time-out
• Organisational behavior
• Strategic and comprehensive approach to manage people
• Fostering a positive work atmosphere
• Developing Reward system procedures
• Increasing accountability
• Release from the organization
• 360 – degree feedback of the employee
• Risk management
Aims of HRM
The prime focus of Human Resource Management is to make sure that the Organization is able to accomplish success through its people. The following are the certain areas with which the HRM is concerned with.
Organizational Effectiveness: It deals with how efficient an organization is in achieving the outcomes it intends to produce. The key areas are Talent Management, Leadership development, Organization Design and Structure and deployment of smart processes and smart technology to manage the firm’s human capital.
Human Capital Management: Employees are the lifeline of an organization. No employee – no organization. HCM refers to managing an organization’s employees to contribute significantly in the overall productivity of the organization. It is the process of acquiring, training, managing, retaining employees in the work process of the organization.
Knowledge Management: It is the process of creating, sharing, utilizing and managing the knowledge and information of the organization. It is the multidisciplinary approach to achieving organizational goals and objectives by making the best use of knowledge.
Reward Management: Reward management focuses on the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their valuable contribution to the organization.
Employee Relations: It refers to a company’s efforts to manage relationship among the employers and employees. An organization with a planned employee relation addendum that provides a fair and consistent treatment to all employees, would get committed services to their jobs and loyal to the company’s management.
Meeting Diverse Needs: The initial phase of diversity management is to measure where they are and to resolve where they want to be. Initiating sensitivity training programmers or information seminars becomes useful to meeting the diverse needs of the organization. This helps the organization for the provision of equal opportunities for all.
Author: R S Somayaji M.A.,
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