Introduction to Human Resource Management
HRM is the efficient and effective utilization of human resources to achieve the goals of an organization.
Basically, HRM means managing Human Resources. Also, HRM is the responsibility of every manager in an organization. For example, the financial manager should take care of his department employees.
Efficient utilization means utilizing the right employees in the right number at the right cost. Here, minimizing wastages.
Effective Utilization involves the utilization of employees to accomplish the goals of the organization.
Human Resources mean people who work for the organization.
Goals refer to desired targets to be achieved in the future. There are 2 types of goals. Those are,
- Basic goal – to fulfill human needs & wants to upgrade standard of living of people.
- Specific goal – increase profit, increase market share, satisfy customer requirement and social responsibility.
HR Vision
The generic purpose of HRM is to generate and keep an appropriate and satisfying human force, which gives the maximum individual contribution to organizational success.
Characteristics of Human Resources
- It is animate , active and living.
- They have ability to think , feel and react.
- Has ability of creativity and innovation which cannot be found in any other resources.
- Make decision inspect of other resources.
- It has the ability to organize as unique team etc.
- It is value appreciation with passage of time with training and experiences.
- Their behavior is complex and unpredictable.
Importance of HRM
an organization can’t build a good team with working professionals without good Human Resources. The key function of the HRM team consists of recruitment and training, performance appraisal, motivating employees, workplace communication, workplace safety, and so on.
Strategic Goals
- To improve employee productivity – by using a number of employees to maximize output or getting maximum output.
Productivity = Employee output / Employee input
Here, employee output means the number of units produced.
- Employee development – do employees development of knowledge, skills and attitude to accomplish employee personal objectives and improvement of their career path enhancement of their competencies through the development of knowledge, skills and attitudes.
- Increase employee Quality of Work Life (QWL) – that mean all the employees have the opportunities to give their ideas, suggestions and opinion before making decisions. So it will help to make work life easier.
- To ensure legal compliance – Basically, this means rules and regulations. follow various laws imposed by the government in relation to managing people. For example : Wages board ordinance
- To ensure customer compliance – nowadays most organisations will have to comply with various preparations given by their important customer. For example :holiday recruitment of the employee
HR Functions
Different departments handle different areas in an organization. Those functions are interdependent and interrelated. Also, the success of one function will determine the success of another function.
- Job design
- Job analysis
- Human resource planning
- Recruitment – Advertising vacancy
- Selection – interview, writing test
- Hiring
- Induction – orientation
- Performance evaluation
- Training and development
- Career management
- Pay management
- Welfare management
- Management of intensive
- Employee movements
- Health and safety management
The success of other management functions depends on the success of competent, motivated, and committed Human resources.
Objectives
To achieve organizational strategic goals Human Resource management defined objectives. Such as,
- Hire suitable person at the right time to do the right jobs
- Keep most appropriate employee within the organization – with suitable skills
- Take and improve organizational dedication of the employees
- Create and boost job involvement and organizational citizenship of the employees. Organizational citizenship means which employees are willing to engage in non- official behaviors for the benefit of the organization.
- To enhance job satisfaction of the employee.
- Control cost of the employees within organization.
- To motivate employees
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