Human resource management
This function involves activities meant to improve the knowledge, skills aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. These functions may comprise training to employees, executive training to develop managers, organisation development to strike a better fit between organisational climate/culture and employees.
Human Resource Management: Meaning, Objectives, Scope and Functions
Before we define HRM, it seems pertinent to first define the term ‘human resources’. In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J. Jucius has defined human resources as “a whole consisting of inter-related, inter-dependent and interacting physiological, psychological, sociological and ethical components”.
According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.
Sumantra Ghosal considers human resources as human capital. He classifies human capita into three categories-intellectual capitals, social capital and emotional capital. Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity, and learning capacity.
Social capital is made up of network of relationships, sociability, and trustworthiness Emotional capital consists of self-confidence, ambition and courage, risk-bearing ability, and resilience. Now it is clear from above definitions that human resources refer to the qualitative and quantitative aspects of employees working in an organisation.
According to Flippo “Personnel management, or say, human resource management is the planning, organising, directing and controlling of the procurement development compensation integration, 4intenance, and separation of human resources to the end that individual, organisational and social objectives are accomplished”.
The National Institute of Personnel Management (NIPM) of India has defined human resource/personnel management as “that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organisation of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working groups, to enable them to make their best contribution to its success”.
According to Decenzo and Robbins “HRM is concerned with the people dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives. This is true, regardless of the type of organisation-government, business, education, health, recreation, or social action”.
Thus, HRM can be defined as a process of procuring, developing and maintaining competent human resources in the organisation so that the goals of an organisation are achieved in an effective and efficient manner. In short, HRM is an art of managing people at work in such a manner that they give their best to the organisation for achieving its set goals.
What is Human Resources Management (HRM)?
Human resources management, often abbreviated as HRM or HR, is an organizational function that focuses on the strategic management of its employees. In today’s business world, the relationship between an organization and it’s human resources department is a strategic partnership.
According to Kathleen Egger, a lecturer for the Master of Science in Human Resources Management program within Northeastern’s College of Professional Studies, “Human resources is not just an administrative function anymore. It is about understanding how the business itself functions so that we can then advise on the best practices moving forward.”
“The traditional HR role is changing very rapidly,” adds Carl Zangerl , faculty director for the program. “In many organizations now, the expectation is that the HR team is really a business partner [with a specialized focus on] deploying, training, engaging, and getting the most productivity out of their people.”
After putting in months or even years training employees, for example, it’s in an organization’s best interest to retain as many employees as possible to reduce the costs of onboarding new hires. Human resources professionals play an integral role in this process, by managing the many ways employees interact with management and the broader organization.
The human resource management discipline also focuses on maximizing employee productivity and taking preemptive measures to protect the company from any issues that may arise concerning the staff. In a general sense, the human resources department helps to uphold the company’s culture and core values.
Interested in becoming a strategic business partner in your organization?
Responsibilities of an HR Manager
Depending on the size of the company and the HR department, an HR professional may be in charge of any one or a combination of these duties. In some cases, companies may choose to move away from traditional in-house HR work and outsource certain tasks like payroll or benefits to external organizations.
Human resource management
Chief Human Resource Officer (CHRO) is a corporate level officer, responsible for formulating and executing human resource strategy in match with overall organization’s plan and strategic direction of the organization, particularly in the areas of succession planning , talent management , change management, executive compensation , organizational performance. He supervise industrial relations policies, practices and operations of an organization. CHRO may also involve in selection of board members of an organization.
HR Director belongs to top-level management, responsible for the administration of all human resource activities and policies. The director supervise employees’ compensation, benefits, staffing, affirmative action, employee relations, health and safety , and training and development functions. They also oversee below mentioned professional human resources staff.
Recruiter (Hiring manager) who is responsible filling vacancies by finding right candidates and finally placing them in the job. The best recruiters can woo even the most passive candidates, but should have the data needed to influence their organization’s hiring strategy. They are part artists and part scientists. Here are some tips to become best recruiter.
Modern recruiters should have an innate instinct for mutual connection. They should know how to network and navigate skill sets, hiring manager personalities, to make a perfect match and suits to company culture.
They should live and die by mantra, ‘if you cant measure it, you can’t manage it’ They should understand importance of numbers and data, will not only help them make better decisions but will also earn the trust of others in the organization
Safety officer who see and ensures the safety of employees at workplace. The fact that is 1 in 4 workplace injuries are caused by overexertion. According to [section 40B] of The Factories Act, 1948 , there must be Safety officer for thousand employees in an organisation wherein manufacturing does. The fundamental duty of safety officer is to instruct workers about about safety measures and precautions at workplace.
Welfare officer who sees welfare of employees. According to[section 49] of The Factories Act, 1948 , Welfare officer must be appointed for every 500 employees in the organisation. They usually deal with the task of solving day-to-day experiences of the industrial workers. But this method is not so effective due to the dual responsibilities on the welfare officers were basically appointed to deal with welfare measures and their applications in the industry.
Conciliation officer who is charged with the duty of mediating in and promoting the settlement of industrial disputes. Generally small and medium-sized organisations do not appoint consideration officers, they refer settlement issues to separate conciliation officer appointed by the government and the industrial disputes act 1947.
Counsellor who acts as friend for employees so as to resolve any dispute and issues between employees. He also acts personal friend in giving suggestions for personal issues which could hamper the efficacy at work place.
Insurance officer who see the employees medical policy for securing from diseases and personal accident policy for securing employees in case of accidents so as avoid burden and risk on company.
HR Generalist is responsible for all human resource activities for an organization. He or She provides advice, assistance and follow-up on organizational policies, procedures, and documentation. Coordinate the resolutions of specific policy-related and procedural problems and inquiries.
Human Resource Auditor does a complete Human Resources Check-up and verification of employee records & files, compliance of HR procedures and policies with employment laws, employee handbook, orientation, training of employees, performance management, employee compensation and payroll and employee termination procedures. The guiding principle of HR Audits in 80% organizations is to examine the organization’s compliance with established regulations and/or company policies .
The primary objective of HR audit is to annihilate management risk of contravention with the laws, liability exposure, identifying and correcting risk gaps, litigation avoidance, cost avoidance and enhancement of human resource best practices.
The People Matters HR Audits Study 2016 surveyed 72 companies to assess and evaluate the HR Audit procedures in Indian Companies. The findings from the survey revealed that HR Audits are a routine process in a majority of organizations, very few companies employ dedicated resources that support audit procedures. Further, there is a need for companies to proactively use them for business risk assessment and process improvements.
Resources:
https://www.yourarticlelibrary.com/hrm/human-resource-management-meaning-objectives-scope-and-functions/35229
https://www.northeastern.edu/graduate/blog/what-is-human-resource-management/
https://www.whatishumanresource.com/human-resource-management
Human resource management
Planning is the first and basic function of the management and everything depends upon planning as it is a process of thinking about things before they happen and to make preparations in-advance to deal with them. Poor planning results in failure and effects overall system. Therefore HR Mangers should be aware of when is right time to do things, when things should be done and when things should not be done in order to achieve goals and objectives of the organization.
Human resource management
Chief Human Resource Officer (CHRO) is a corporate level officer, responsible for formulating and executing human resource strategy in match with overall organization’s plan and strategic direction of the organization, particularly in the areas of succession planning , talent management , change management, executive compensation , organizational performance. He supervise industrial relations policies, practices and operations of an organization. CHRO may also involve in selection of board members of an organization.
HR Director belongs to top-level management, responsible for the administration of all human resource activities and policies. The director supervise employees’ compensation, benefits, staffing, affirmative action, employee relations, health and safety , and training and development functions. They also oversee below mentioned professional human resources staff.
Recruiter (Hiring manager) who is responsible filling vacancies by finding right candidates and finally placing them in the job. The best recruiters can woo even the most passive candidates, but should have the data needed to influence their organization’s hiring strategy. They are part artists and part scientists. Here are some tips to become best recruiter.
Modern recruiters should have an innate instinct for mutual connection. They should know how to network and navigate skill sets, hiring manager personalities, to make a perfect match and suits to company culture.
They should live and die by mantra, ‘if you cant measure it, you can’t manage it’ They should understand importance of numbers and data, will not only help them make better decisions but will also earn the trust of others in the organization
Safety officer who see and ensures the safety of employees at workplace. The fact that is 1 in 4 workplace injuries are caused by overexertion. According to [section 40B] of The Factories Act, 1948 , there must be Safety officer for thousand employees in an organisation wherein manufacturing does. The fundamental duty of safety officer is to instruct workers about about safety measures and precautions at workplace.
Welfare officer who sees welfare of employees. According to[section 49] of The Factories Act, 1948 , Welfare officer must be appointed for every 500 employees in the organisation. They usually deal with the task of solving day-to-day experiences of the industrial workers. But this method is not so effective due to the dual responsibilities on the welfare officers were basically appointed to deal with welfare measures and their applications in the industry.
Conciliation officer who is charged with the duty of mediating in and promoting the settlement of industrial disputes. Generally small and medium-sized organisations do not appoint consideration officers, they refer settlement issues to separate conciliation officer appointed by the government and the industrial disputes act 1947.
Counsellor who acts as friend for employees so as to resolve any dispute and issues between employees. He also acts personal friend in giving suggestions for personal issues which could hamper the efficacy at work place.
Insurance officer who see the employees medical policy for securing from diseases and personal accident policy for securing employees in case of accidents so as avoid burden and risk on company.
HR Generalist is responsible for all human resource activities for an organization. He or She provides advice, assistance and follow-up on organizational policies, procedures, and documentation. Coordinate the resolutions of specific policy-related and procedural problems and inquiries.
Human Resource Auditor does a complete Human Resources Check-up and verification of employee records & files, compliance of HR procedures and policies with employment laws, employee handbook, orientation, training of employees, performance management, employee compensation and payroll and employee termination procedures. The guiding principle of HR Audits in 80% organizations is to examine the organization’s compliance with established regulations and/or company policies .
The primary objective of HR audit is to annihilate management risk of contravention with the laws, liability exposure, identifying and correcting risk gaps, litigation avoidance, cost avoidance and enhancement of human resource best practices.
The People Matters HR Audits Study 2016 surveyed 72 companies to assess and evaluate the HR Audit procedures in Indian Companies. The findings from the survey revealed that HR Audits are a routine process in a majority of organizations, very few companies employ dedicated resources that support audit procedures. Further, there is a need for companies to proactively use them for business risk assessment and process improvements.
Objectives of HRM
- To help the organization achieve its goals: HRM is the means to assist the organization to achieve its goals. It ensures effective utilization of Human Resources which in turn results in the efficient utilization of all the other organizational resources.
HR Planning
Job Analysis and Design
Job design allows job analysis. It involves designing the content of a job, it combines the tasks into a job to be assigned to an individual and further fixes the duties and responsibilities to do the job.
Recruitment and Selection
Orientation and Placement
Orientation is the process in which the new employees are introduced and made familiar to their jobs, complex processes, coworkers, and organizations. Placement includes assigning tasks to new employees and the promotion or transfer of present employees.
Training and Development
Training is the process of enhancing the knowledge and skill of an employee required for a particular job.
Development is an ongoing and continuous process that aims at improving the personality and attitude of employees.
Recruiting aus dem Home-Office
2. Personalführung
Personal- und Mitarbeiter_innenführung ist die zielorientierte Einbindung der Belegschaft in die Abläufe des Unternehmens. Ziel der Personalführung ist es, Mitarbeiter_innen so zu motivieren, so dass sie ihre Arbeitsleistung bestmöglich erbringen können. Dazu zählen beispielsweise Personalauswahl und Koordination, als auch Kontrolle und Vereinbarung von gemeinsamen Zielen. Weiter lässt sich Personalführung in folgende 4 Teilbereiche aufteilen:
Personalplanung:
Sie umfasst alle Maßnahmen, um in naher, mittlerer und ferner Zukunft das richtige Personal mit dem richtigen Know-how im Unternehmen zu haben. Zur Personalplanung sollten sowohl strategische und langfristige, als auch operative und kurzfristige Konzepte gehören. Außerdem beschäftigt sie sich mit der Laufbahn- und Karriereplanung des Personals, genauso wie mit der kollektiven Personalplanung (z.B.: Betriebsgruppen, Personalbedarfsplanung, u.ä).
Personalkommunikation:
Die Personalkommunikation ist eine Schnittstelle zu Öffentlichkeitsarbeit und Marketing, richtet sich sowohl nach intern an die Mitarbeiter_innen und Führungskräfte des Unternehmens, als auch nach extern (bspw. Personalvermittler, Universitäten, Kammern und Verbände). Innerhalb des Unternehmens werden wichtige betriebsrelevante Informationen via Intranet, Mitarbeiterzeitschriften oder Schwarzes Brett kommuniziert. Informationsmanagement, Wissensmanagement oder auch für die Organisation von Betriebsversammlungen und Firmenfeiern liegen in der Verantwortung der Personalkommunikation.
Zusammenarbeit mit Betriebs- oder Personalrat:
Betriebs- und Personalräte sind wichtige Vertreter der Mitarbeiter_innen. Der Human Resource Abteilung kommt eine Kooperations- und Koordinationsrolle in der Kommunikation zwischen Betriebsräten und Geschäftsführung zu.
Personalentwicklung:
Befasst sich mit der bedarfs- und bedürfnisorientierten Förderung und Qualifizierung der Mitarbeiter_innen. Das geschieht bspw. durch berufseinführende, berufsbegleitende oder arbeitsplatznahe Aus- und Weiterbildungen.
Wo liegt der Unterschied zum Begriff „Human Resources“?
Der Begriff Human Resources (kurz HR) ist ein bekannter und weitverbreiteter Anglizismus im Bereich der Personalwirtschaft. Grundsätzlich bezeichnet er das Humankapital eines Unternehmens. Andere Bezeichnungen sind Humanvermögen oder Personalvermögen.
HR-Abteilungen findet man zumeist in größeren Unternehmen, da diese meistens breiter und differenzierter aufgestellt sind. In einer HR-Abteilung arbeiten mehrere HR-Spezialist_innen zusammen.
HR-Business Partner_innen sorgen sich um eine partnerschaftliche Zusammenarbeit zwischen Unternehmensführung und Personalverantwortlichen und sind in strategische personalwirtschaftliche Entscheidungen eingebunden. Sie sind also nicht mehr nur rein interne Dienstleister_innen, sondern strategische Partner_innen des Top-Managements.
KMU können sich solche eine umfangreiche HR-Belegschaften kaum leisten. Hier sind Generalist_innen gefragt. Diese sind für sämtlichen Aufgaben des Personalwesens verantwortlich.
Resources:
https://www.whatishumanresource.com/human-resource-management
https://www.geektonight.com/human-resource-management/
https://prescreen.io/de/glossar/human-resource-management/
Human resource management
Give powers to them. Take their views on things. Involve them in weekly meets or decisions. Even if it is a fresher, let them join. Keep the morale always high. Employee recognition like yearly appraisal based on their performance can too help.
Human Resource Management: Meaning, Objectives, Scope and Functions
Before we define HRM, it seems pertinent to first define the term ‘human resources’. In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J. Jucius has defined human resources as “a whole consisting of inter-related, inter-dependent and interacting physiological, psychological, sociological and ethical components”.
According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.
Sumantra Ghosal considers human resources as human capital. He classifies human capita into three categories-intellectual capitals, social capital and emotional capital. Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity, and learning capacity.
Social capital is made up of network of relationships, sociability, and trustworthiness Emotional capital consists of self-confidence, ambition and courage, risk-bearing ability, and resilience. Now it is clear from above definitions that human resources refer to the qualitative and quantitative aspects of employees working in an organisation.
According to Flippo “Personnel management, or say, human resource management is the planning, organising, directing and controlling of the procurement development compensation integration, 4intenance, and separation of human resources to the end that individual, organisational and social objectives are accomplished”.
The National Institute of Personnel Management (NIPM) of India has defined human resource/personnel management as “that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organisation of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working groups, to enable them to make their best contribution to its success”.
According to Decenzo and Robbins “HRM is concerned with the people dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives. This is true, regardless of the type of organisation-government, business, education, health, recreation, or social action”.
Thus, HRM can be defined as a process of procuring, developing and maintaining competent human resources in the organisation so that the goals of an organisation are achieved in an effective and efficient manner. In short, HRM is an art of managing people at work in such a manner that they give their best to the organisation for achieving its set goals.
Functions:
We have already defined HRM. The definition of HRM is based on what managers do. The functions performed by managers are common to all organizations. For the convenience of study, the function performed by the resource management can broadly be classified into two categories, viz.
(1) Managerial Functions:
Planning is a predetermined course of actions. It is a process of determining the organisational goals and formulation of policies and programmes for achieving them. Thus planning is future oriented concerned with clearly charting out the desired direction of business activities in future. Forecasting is one of the important elements in the planning process. Other functions of managers depend on planning function.
Organising is a process by which the structure and allocation of jobs are determined. Thus organising involves giving each subordinate a specific task establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates, and so on.
TOs is a process by which managers select, train, promote and retire their subordinates This involves deciding what type of people should be hired, recruiting prospective employees, selecting employees, setting performance standard, compensating employees, evaluating performance, counseling employees, training and developing employees.
Directing is the process of activating group efforts to achieve the desired goals. It includes activities like getting subordinates to get the job done, maintaining morale motivating subordinates etc. for achieving the goals of the organisation.
(2) Operative Functions:
The operative, also called, service functions are those which are relevant to specific department. These functions vary from department to department depending on the nature of the department Viewed from this standpoint, the operative functions of HRM relate to ensuring right people for right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM.
It involves procuring the right kind of people in appropriate number to be placed in the organisation. It consists of activities such as manpower planning, recruitment, selection placement and induction or orientation of new employees.
This function involves activities meant to improve the knowledge, skills aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. These functions may comprise training to employees, executive training to develop managers, organisation development to strike a better fit between organisational climate/culture and employees.
Compensation function involves determination of wages and salaries matching with contribution made by employees to organisational goals. In other words, this function ensures equitable and fair remuneration for employees in the organisation. It consists of activities such as job evaluation, wage and salary administration, bonus, incentives, etc.
It is concerned with protecting and promoting employees while at work. For this purpose virus benefits such as housing, medical, educational, transport facilities, etc. are provided to the employees. Several social security measures such as provident fund, pension, gratuity, group insurance, etc. are also arranged.
It is important to note that the managerial and operative functions of HRM are performed in conjunction with each other in an organisation, be large or small organisations. Having discussed the scope and functions of HRM, now it seems pertinent to delineate the HRM scenario in India.
What is HR in HRM?
The HR in HRM stands for Human Resources, together known as Human Resources Management. As the name implies, this function in an organisation is all about managing the talent, the workforce which is the heart of any company, across all industries and locations. HRs are no more just people who take complaints or conduct fun activities for team bonding, but are crucial in bridging the gap between employees and the top management. They are responsible for enabling change and driving its adoption, manpower planning, improving attrition rates and containing costs to the organisation. They are the ones who have to effectively manage the entire lifecycle of an employee, right from hire to retire.
The main function of Human Resource Management is to build and maintain the entire employee lifecycle from when they join the organisation till their separation. This involves their orientation and induction process, structuring policies, compensation, benefits and perquisites for the employees, managing their leaves and attendance, ensuring their training and development, processing their payrolls and addressing their grievances.
Generally, as a thumb rule, for HR staffing, the requirements state a 1:100 ratio. That is one full-time professional Human Resource person should be hired for every 100 employees. The actual ratio for a business can vary depending upon factors such as the degree of HR centralization, the geographic distribution of the employees, the sophistication level of the employees, and the relative complexity of the organisation.
Questions and Answers
What are the main objectives of HRM?
How to make Human resource management easy?
Effective HR management includes anticipating future HR needs, managing resources, employee managing, talent hiring, HR data, foolproof payroll, FnF settlement, etc. To commit an HR duty, online HR software can be very helpful.
Right HR management strategies and HRMS software can together make the crucial workforce management easier and more accurate. An HR software with integrated modules like recruitment management solutions, timesheet management, attendance management, etc. makes HR management a piece of cake for people.
How HRMS system help you achieve the objectives of human resources?
An HRMS system is a new-age employee experience software and payroll system. It eliminates the maximum part of the paperwork and human intervention, which then drops the chances of human error in calculations.
Auto-generation of reports and reminders make processes easier and more accurate. The chances of failing with an HRMS tool is minimal. Data access, time consumption, and a better work environment are some major benefits of the right HR management.
Curating and working upon a set of HR objectives can help you get the cutting edge of survival in the industry. With the changing conditions and requirements of people, staying up-to-date with trends and HR strategies can be a better decision.
Resources:
https://www.yourarticlelibrary.com/hrm/human-resource-management-meaning-objectives-scope-and-functions/35229
https://explore.darwinbox.com/hr-glossary/human-resource-management
https://www.pockethrms.com/blog/8-primary-objectives-of-human-resource-management-hrm/
Leave a Reply