HUMAN RESOURCE MANAGEMENT

What is Human Resource ?

 Human resources or HR is the company department
charged with finding, screening, recruiting, and
training job applicants, and administering employee-
benefit programs.
 A human resources department is a critical component
of employee well-being in any business, no matter how
small. HR responsibilities include payroll, benefits,
hiring, firing, and keeping up to date with state and
federal tax laws.
What is Human Resouces Managemnt ?
An essential function of management and also an
important part of every manager’s job. HRM is concerned
with managing people in organizations. It is concerned
with philosophy, principles, policies and practices related
to human aspect of management. The responsibilities of a
human resource manager fall into three major areas:
staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM
is to maximize the productivity of an organization by
optimizing the effectiveness of its employees.
According to Donnelly and Gibson
HRM is the process of accomplishing organizational
objectives by acquiring, retaining, terminating,
developing and properly using the human resources in
an organization.

According to Gary Dessler

HRM refers to the policies and practices involved in
carrying out the people or human resource aspects of a
management position, including recruiting, screening,
training, rewarding and appraising.
Nature of HRM
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.
Scope of HRM
Personnel aspect-This is concerned with manpower
planning, recruitment selection, placement, transfer,
promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.
Welfare aspect-It deals with working conditions and
amenities such as canteens, rest and lunch rooms,
housing, transport,  medical, assistance, education health
and safety recreation facilities, etc.
Industrial relations aspect-This covers union-management
relations, joint consultation, collective bargaining, grievance
and disciplinary procedures, settlement of disputes, etc.
Evolution of HRM
 The term “human resource management” is of recent origin.
In its modern connotation, it came to be used mainly from the
1980s onwards. During ancient times and for a long period in
the medieval era, production of goods was done mainly by
skilled artisans and craftsmen. They themselves owned the
tools and instruments, produced articles and sold these in the
market.
These guilds also determined the price of their products, the
wages of the journeymen and hired labourers, and regulated
the terms and conditions of their employment. The ancient
and a major part of the medieval period also witnessed
prevalence of certain other distinct types of labourers. These
comprised slaves, serfs and indentured labourers.