Importance of Human Resource

Management:An organisation cannot build a good team of working professionals without good Human Resources.
The key functions of the Human Resources Management (HRM) team include recruiting people, training
them, performance appraisals, motivating employees as well as workplace communication, workplace
safety, and much more. The beneficial effects of these functions are discussed here:
Recruitment and Training..
This is one of the major responsibilities of the human resource team. The HR managers come up with
plans and strategies for hiring the right kind of people. They design the criteria which is best suited for
a specific job description. Their other tasks related to recruitment include formulating the obligations
of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract
of an employee with the company is prepared. When needed, they also provide training to the
employees according to the requirements of the organisation. Thus, the staff members get the
opportunity to sharpen their existing skills or develop specialised skills which in turn, will help them to
take up some new roles.
Performance Appraisals..
HRM encourages the people working in an organisation, to work according to their potential and gives
them suggestions that can help them to bring about improvement in it. The team communicates with
the staff individually from time to time and provides all the necessary information regarding their
performances and also defines their respective roles. This is beneficial as it enables them to form an
outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with
best possible efforts. Performance appraisals, when taken on a regular basis, motivate the employees.
Maintaining Work Atmosphere..
This is a vital aspect of HRM because the performance of an individual in an organisation is largely
driven by the work atmosphere or work culture that prevails at the workplace. A good working
condition is one of the benefits that the employees can expect from an efficient human resource team.
A safe, clean and healthy environment can bring out the best in an employee. A friendly atmosphere
gives the staff members job satisfaction as well.
Managing Disputes..
In an organisation, there are several issues on which disputes may arise between the employees and
the employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource
department which acts as a consultant and mediator to sort out those issues in an effective manner.
They first hear the grievances of the employees. Then they come up with suitable solutions to sort
them out. In other words, they take timely action and prevent things from going out of hands.
Developing Public Relations..
The responsibility of establishing good public relations lies with the HRM to a great extent. They
organise business meetings, seminars and various official gatherings on behalf of the company in
order to build up relationships with other business sectors. Sometimes, the HR department plays an
active role in preparing the business and marketing plans for the organisation too.
Any organisation, without a proper setup for HRM is bound to suffer from serious problems while
managing its regular activities. For this reason, today, companies must put a lot of effort and energy
into setting up a strong and effective HRM.

The objectives of HRM may be summarised as follows:

(i) To provide, create, utilise and motivate employees to accomplish
organisational goals.
(ii) To secure integration of individual and groups in securing organisational
effectiveness.
(iii) To create opportunities, to provide facilities, necessary motivation to
individual and group for their growth with the growth of the organisation by
training and development, compensation etc.
(iv) To employ the skills and ability of the workforce efficiently, i.e., to utilise
human resources effectively.
(v) To increase to the fullest the employees job satisfaction and selfactualisation; it tries to prompt and stimulate every employee to realise his
potential.
(vi) To create a sense and feeling of belongingness team-spirit and encourage
suggestions from employees.
(vii) To help maintain ethical policies and behaviour inside and outside the
organisation.
(viii) To maintain high moral and good human relation within the organisation.
(ix) To manage change to the mutual advantage of individuals, groups, the
organisation and the society.

(x) To ensure that, there is no threat of unemployment, inequalities, adopting a

policy recognising merit and employee contribution, and condition for stability
of employment.

Scope of Human Resource Management:The scope of Human Resource Management refers to all the activities that come under the banner of
Human Resource Management. These activities are as follows.

Human resources planning :- Human resource planning or Human Resource Planning refers to
a process by which the company to identify the number of jobs vacant, whether the company has
excess staff or shortage of staff and to deal with this excess or shortage.

Job analysis design :- Another important area of Human Resource Management is job analysis.
Job analysis gives a detailed explanation about each and every job in the company.

Recruitment and selection :- Based on information collected from job analysis the company
prepares advertisements and publishes them in the newspapers. This is recruitment. A number of

applications are received after the advertisement is published, interviews are conducted and the
right employee is selected thus recruitment and selection are yet another important area of
Human Resource Management.

Orientation and induction :- Once the employees have been selected

an induction or orientation program is conducted. This is another important area of Human
Resource Management. The employees are informed about the background of the company,
explain about the organizational culture and values and work ethics and introduce to the other
employees.

Training and development :- Every employee goes under training program which helps him to
put up a better performance on the job. Training program is also conducted for existing staff that
have a lot of experience. This is called refresher training. Training and development is one area
where the company spends a huge amount.

Performance appraisal :- Once the employee has put in around 1 year of service, performance
appraisal is conducted that is the Human Resource department checks the performance of the
employee. Based on these appraisal future promotions, incentives, increments in salary are
decided.

Compensation planning and remuneration :- There are various rules

regarding compensation and other benefits. It is the job of the Human Resource department to
look into remuneration and compensation planning.

Motivation, welfare, health and safety :- Motivation becomes important to sustain the number
of employees in the company. It is the job of the Human Resource department to look into the
different methods of motivation. Apart from this certain health and safety regulations have to be
followed for the benefits of the employees. This is also handled by the HR department.

Industrial relations :- Another important area of Human Resource Management is maintaining

co-ordinal relations with the union members. This will help the organization to
prevent strikes lockouts and ensure smooth working in the company.

The Human Resource Officer is responsible for providing support in the various human
resource functions, which include recruitment, staffing, training and development,
performance monitoring and employee counseling.
SCOPE

(The way that the position contributes to and impacts on the organization) The Human
Resource Officer provides advice and assistance to supervisors and staff. This may include
information on training needs and opportunities, job descriptions, performance reviews and
personnel policies.

The position coordinates the staff recruitment process .The Human Resource Officer

provides advice and support to supervisors and staff selection committees and ensures that
they have accurate and timely information in order to make effective decisions.

Failure to provide adequate advice or assistance may result in lost opportunities for staff
development, poor staff morale, financial loss to staffs for residents and a loss of credibility.