CONCEPT OF HUMAN RESOURCE MANAGEMENT :
Human resource management is a branch of management that
deals with people at work, it is concerned with the human
dimensions of management of organization. As organization
consists of people, therefore acquiring them, developing their
skills, providing them motivation in order to attain higher goal and
ensuring that the level of commitment is maintained are the
important activities. The various features of HRM include:
 It is pervasive in nature as it is present in all enterprises.
 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the
organization.
 It is all about people at work, both as individuals and
groups.
 It tries to put people on assigned jobs in order to produce
good results.
 It helps an organization meet its goals in the future by
providing for competent and well-motivated employees.
 It tries to build and maintain cordial relations between
people working at various levels in the organization.
 It is a multi-disciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics, etc.
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT :
HR is a key aspect of any organization—from improving employee
well-being to risk management. Without proper management, this
complex field of work would lack structure and struggle to evolve
over time. Having a strong HR department backed by solid
leadership is one of the best ways for a company to ensure
employee satisfaction, productivity, and future growth.
A satisfied staff is the foundation of a thriving company, and HR
management is the cement that holds it together. It’s why every
company needs an experienced, empathetic manager to lead their
human resources department.
Importance # 1. Social Level:
Proper management of personnel enhances their dignity by
satisfying their social needs.
Importance # 2. Professional Level:
By crediting healthy working environment, teamwork in the
employees is promoted.
Importance # 3. Individual Level:
It can help the organisation in accomplishing its goals by adopting
measures.
Importance # 4. Corporate Level:
HRM is of great use in helping business organisations to attain its
goals and objectives more efficiently and effectively.
Importance # 5. National Level:
HRM plays a very vital role in the development of nation.
 ECONOMIC CHALLENGES AND TRENDS IN HRM : and militancy have lost their relevance and unions are
greatly affected by it.
 GLOBALIZATION : Growing internationalization of business
has its impact on HRM in terms of problems of unfamiliar
 RENEWED PEOPLE FOCUS : The need of today’s world and
laws, languages, practices, competitions, attitudes,
business is the people’s approach.
management styles, work ethics and more.

 MANAGING THE MANAGERS : Managers are unique tribe in

 CORPORATE RE-ORGANIZATIONS : Reorganization relates
any society, they believe they are class apart. They demand
to mergers and acquisitions, joint ventures, take over,
decision-making, bossism and operational freedom.
internal restructuring of organizations.

 WEAKER SOCIETY INTERESTS : Another challenge for HRM is

 NEW ORGANIZATIONAL FORMS : The basic challenge to
to protect the interest of weaker sections of society.
HRM comes from the changing character of competitions.

 CONTRIBUTION TO THE SUCCESS OF ORGANIZATIONS : The

 CHANGING DEMOGRAPHICS OF WORKFORCE : Changes in
biggest challenge to an HR manager is to make all
workforce are largely reflected by dual career couples, large
employees contribute to the success of the organization in
chunk of young blood between age old superannuating
an ethical and socially responsible way.
employees, working mothers, more educated and aware
workers etc.
 CHANGED EMPLOYEE EXPECTATIONS : With the changes in
workforce demographics, employee expectations and
 NEW INDUSTRIAL RELATIONS APPROACH : In today’s
attitudes have also transformed.
dynamic world, even unions have understood that strikes
IMPORTANT TRENDS IN HR MANAGEMENT :
 DIGITAL COLLABRATION PLATFORM :

 REMOTE WORKING : As work turned remote, most organizations turned to

video conferencing software. MS Office, Teams, Zoom,
The idea of remote working was not unheard of, but
Google Meet, and Google Workspace are some of the
most companies lacked policies and infrastructure to
many platforms that saw widespread popularity.
make this possible. As the pandemic struck, companies
had to adapt to the Working from home trends almost
overnight.
 DIGITAL TRACKING :
HR is faced with the huge task of tracking employees
digitally. Traditionally, an employee would come to their
 REMOTE LEARNING :
office, scan their ID card, and get attendance. The
As employees work at home, the business model
employee would then proceed to log in to their
changes. Employees need to learn and develop, so they
computer, and IT could monitor their activities and
can work with new technologies. Learning has been an
timings.
important aspect of the workforce, even in pre-pandemic
times.
 AUTOMATION OF TASKS :

 UPSKILLING : An average HR department in a company spends up to

Upskilling your employees give a boost to their morale, 40 percent of their time on repetitive and tedious HR

thus helping you with employee retention. It also saves tasks. Automation does this burdensome work manually,

the cost of onboarding and hiring. Overall, upskilling is a so your HR staff could focus on important decision-

new trend in HR that has huge potential. making.

 MENTAL HEALTH SUPPORT :

The Covid pandemic has hit us all differently. However,  PRODUCTIVITY :

studies show that the mental health of employees has
Productivity is a major goal of any HR department. The
declined over the past year. We’ve now reached a point
idea is to get work done, in as little time as possible.
where companies need to look for mandatory mental
With the remote working model, the traditional idea of
health support, rather than it being a nice “add-on”.
“productivity” has changed drastically.

 MOBILE FRIENDLY RECRUITMENT :

 ETHICAL LEADERSHIP :
Technology has changed. Companies and HR who are
Organizations that encourage open communication and
constantly looking for the top talent, have to switch
foster a culture of trust, usually have a higher success
towards a mobile-friendly recruitment process.
rate. Ethical leadership is not always simple, particularly
Essentially, HRM has to build a process where someone
when jobs are at stake in the middle of a pandemic.
with a smartphone could apply and appear for a job
However, this is one emerging trends in HRM, that will
interview.
continue to strengthen over the next few years.