human resource management | Human Resource Management | Goal

Every organization consists of three basic components i.e. Purpose, People and Structure.

Human Resource Management (HRM) is the study of activities undertaken by the people working in an organization. HRM is the management of individuals working in an organization. It is particularly related to human/person can say it is the management of people. It is a managerial function that helps organizations to assess its needs and its solution of the organization. HRM tries to how people could be managed in the organization. It is responsible to hire people for the organization, train them to perform their assignments, provide benefits for their work and solve issues if any Let us elaborate the terms human, resource and management  Human (Home — The Social Animal characterized by superior intelligence)  Resources (Financial, Physical Technical and informational etc…)  Management (Planning, Organizing, Leading and Controlling functions)

Basic functions of HRM is same as the functions of Management performed by the managers i.e. planning, organizing, leading, staffing, and controlling. HRM focused on the staffing and involves in the policies and practices related to people working for the organization. The department of HR performs the following management functions regardless of the size of organization:  Staffing (It includes Planning, recruitment and selection)  Human Resource Development (It includes the training and education required by the employee)  Compensation and Benefits (Incentives for employees based on the performance or as per policies)  Health and Safety (Includes the policy matter regarding safety and health of an individual)  Relation between Employee and Labor  Records Maintenance  HR Research  Interrelationship of HR functions.

department like Human Resource or Personnel Management did not exist which means the activities done by such departments are invented lately and practices and programs done by HR are not coming from earlier times. how to address reduce employee loyalty. . Management of people working within an organization or firm through systematic and formal manner is known as Human Resource Management that transformed from Personnel Management.Personnel Management Personnel Management Human Resource Management and Personnel Management are known to be the terms for same processes. As reported some well known firms. May be some of us know that till 1940s. People managing such departments mostly concerning that how to deal with layoffs. how to create a highly motivated and trained work force that will be able to deliver highest quality outputs and productivity. By differentiating the title it processes cannot affected which is eventually the management for employees/personnel and workers working in a firm whether delivering goods or services. by having this department they are trying to renovate the workforce into competitive advantage. Before 1970 it was known as Personnel Management but later it known by its modernized term as Human Resource Management (HRM) which finally accepted in all over the globe by 1989.

 Mutual Support  Mutual Accountability  Collective Leadership  Trust and shared culture  Attainment of Synergy Distinction between Groups & Teams: First it has keep in mind that teams and groups are different. Following rudiments involved to make difference between group and a team:  Full-scale commitment by each member towards common goal. common purpose and approach to be commonly accountable.Teams in Organizations Teams in Organizations A developed group of highly independent individual that particularly committed to achieve a common goal is called a Team. Cross-Departmental 3. Virtual and 4. Types of Teams: There are four types of teams used by organizations: 1. Problem Solving or Quality Circles . A group is not always a team but all teams are groups. its members is committed for performance goals. Team can be formed from groups but not all groups can become teams. A fact that always distinguished the team. Self Managed 2.

Relationship with groups will assist in fulfillment of social needs as friends contribute a lot. 6. It indicates the status. Groups are further divided into two types i.e.Social and Organizational Groups Groups When two or more individuals interact with each other to achieve some particular goal or objective is defined as group. 2. 3. There are many reasons that people join groups. Informal Groups: These groups formed naturally due to social nature/environment. Some of the reasons are as under: 1. someone found to be more important if belongs to some specific group. it can possibly be done due to group. It represents power i. . 5. It helps individuals to resist threats and feel stronger. Such groups are formed to accomplish some tasks and work assignments.e. Groups provide the feeling of self-esteem if related to some highly valued group. if something cannot be achieved individually. Formal Groups and Informal Groups. These groups behave to engage in moving towards achievement of organizational goals. Groups help to people to achieve goals. The more the strength in number feels more secure. Formal Groups: The groups that come into existence due to organizations that also known as work groups. It is known to be friendships that possibly move for common interests. 4.

There are extensive requirement for record keeping and reporting to fulfill the laws. Factors contributed in HRM: Accommodating the needs of workers: Workers demanding from organization to accommodate their personal needs by arranging programs like flexible work schedule. The most influenced areas by legislation are equal employment. . client and member. safety and labor relation. To create organizations and help them to survive. parental leaves. The compensation decision of managers without discussing the HR department may cause the salary structure tends to become very uneven and promotion decision may also be handled unfairly. But on the other hand organizations depend on people and without them they would disappear. HRM plays a very important role. knowledge. If an organization fails to comply with laws regulating can result in heavy penalties and back-pay awards. Increased complexity of the Managers’ Job: The job at the management level has become an increasingly complex and demanding due to many reasons like new technology. Consistency: One of the important factors of HR is to help in maintaining consistency and justice within an organization. discipline & conduct and benefits. expansion in scientific information and rapidly changing environment. some HR departments hire additional staff and must work countless hours. Litigation and Legislation: There is an extreme contribution of state laws to the propagation and importance of human resource function. To reduce the conflict between organizational demands and family responsibilities. compensation. human resource managers provide assistance in making strategic business decisions and matching competencies of organization’s human resource with mission of the organization. Consistency is very important while making decisions regarding compensation and promotion. HR department plays a crucial role in designing and implementing such policies suitable for both workers and organizations. customer. skill and abilities embedded in the members of organization. We are living in an organizational world and surrounded by organizations. Therefore. Executives mostly need assistance from HRM related to recruitment. These abilities and skills are the foundation of an organization’s core competencies. child & elder care assistance and job sharing. We are participating in them as employee. external competition. We are spending most of our life with organizations to supply goods and services on which we depend to live. performance & evaluation.Importance and Factors of Human Resource Management Importance of HRM Now a day the organization’s success depends on people-embodied.

When applicable. produces comparative graphics by department or service. makes comparisons between categories and employees. and shows the evolution of an employee’s performance over time. Personnel Records Management Keeps employee profile records and shows data such as: personal info. data such as personal identification. The Attendance and Absence module also provides powerful reporting and query tools. career. It also contains information on activities carried out during the assessment period. such as qualitative and quantitative evaluation. change or delete data. this module processes the salaries of virtually any profession. adaptations to law changes are made. overall assessment. Portal Software The Employee Portal is a web application divided in three views: employee. training courses. Users can enter or view. scores by item. thus determining if a user is able to view. For making employee selection decision researcher have developed complex procedures. financial aspects. holidays. Administrators can set permissions for each employee profile. Attendance and Absence Management This feature enables management to closely record all absences. statistical calculations to combine test and interview scores which replaced traditional subjective interviews. Employee Performance Evaluation This module provides information on employee classification.Expertise: Now a days some special expertise required in HR to fulfill personnel activities. department administrative support and management. and more. absences. insurances. Human Resource Management solutions Human Resources projects include the development of modules for: Payroll Management Resulting from an exhaustive survey of the necessary information subsystem for salary processing in Public Administration. Cost of Human Resource: The activities of human resource have become increasingly important because of high cost. contract status. with possible access restrictions. position. as well as implications on holidays and the measures set forth regarding absences. The largest expense in most of the organization is labor cost which is often higher than any other necessary expenditure to cope up with the problems like absenteeism tardiness and discrimination. Recruitment and Selection • Organizes staff selection and recruitment processes. holiday and absences. . and more. and more.

training providers and any classifications. Records all job opportunities to which an employee has applied and corresponding procedures.• • Registers the characteristics of each job opportunity. indicating costs. After these details have been entered. are subject to integrated control by the system. . number of hours. Training Management The Training Management module describes training courses by area. as is the case of service provision contracts or inter-institutional contracts. the details pertaining to the rivals for the job. Contracts which indirectly involve people. from their type and term of validity to their payment methods and periods. dates. Contract Management This module stores different types of employee contracts in the same database. any reasons for exclusion and the final classifications of the admitted candidates. one can access training reports and lists.

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