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HUMAN RESOURCE MANAGEMENT NATURE, SCOPE, Blogs|Questions|Events|HRGroups|Members

OBJECTIVES AND FUNCTION

PostedbyKhaledFadelonThursday,101120124:01pm

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Humanresourcesmaybedefinedasthetotalknowledge,skills,creativeabilities,talentsandaptitudesofan
organizationsworkforce,aswellasthevalues,attitudes,approachesandbeliefsoftheindividualsinvolvedinthe
affairsoftheorganization.Itisthesumtotaloraggregateofinherentabilities,acquiredknowledgeandskills
representedbythetalentsandaptitudesofthepersonsemployedintheorganization. Events
Thehumanresourcesaremultidimensionalinnature.Fromthenationalpointofview,humanresourcesmaybedefined
astheknowledge,skills,creativeabilities,talentsandaptitudesobtainedinthepopulationwhereasfromtheviewpoint UpcomingEvents PastEvents PublicEvents
oftheindividualenterprise,theyrepresentthetotaloftheinherentabilities,acquiredknowledgeandskillsas
exemplifiedinthetalentsandaptitudesofitsemployees.
Webcasts
HumanResourceManagement:Defined 11thMay2017,12:00PM
HumanResourceManagementhascometoberecognizedasaninherentpartofmanagement,whichisconcernedwith Let'sTalkAboutTheaPHRExam
thehumanresourcesofanorganization.Itsobjectiveisthemaintenanceofbetterhumanrelationsintheorganizationby
thedevelopment,applicationandevaluationofpolicies,proceduresandprogramsrelatingtohumanresourcesto 11thMay2017,1:00PM
optimizetheircontributiontowardstherealizationoforganizationalobjectives. 4ToolsforEngagingYourNext
GenerationWorkforce
Inotherwords,HRMisconcernedwithgettingbetterresultswiththecollaborationofpeople.Itisanintegralbut
distinctivepartofmanagement,concernedwithpeopleatworkandtheirrelationshipswithintheenterprise.HRMhelps 16thMay2017,12:00PM
inattainingmaximumindividualdevelopment,desirableworkingrelationshipbetweenemployeesandemployers, HowtoMaximizeHR.comWebcast
employeesandemployees,andeffectivemodelingofhumanresourcesascontrastedwithphysicalresources.Itisthe CreditstogetHRCIRecertified
recruitment,selection,development,utilization,compensationandmotivationofhumanresourcesbytheorganization.

HumanResourceManagement:Evolution VirtualConferences
Theearlypartofthecenturysawaconcernforimprovedefficiencythroughcarefuldesignofwork.Duringthemiddle
partofthecenturyemphasisshiftedtotheemployeesproductivity.Recentdecadeshavefocusedonincreasedconcern 17May2017
forthequalityofworkinglife,totalqualitymanagementandworkersparticipationinmanagement.Thesethreephases HRStrategy&Planning
maybetermedaswelfare,developmentandempowerment.
6June2017
HumanResourceManagement:Nature WorkforceManagement:Timeand
HumanResourceManagementisaprocessofbringingpeopleandorganizationstogethersothatthegoalsofeachare Attendance
met.ThevariousfeaturesofHRMinclude: 13June2017
TrainingandDevelopment
Itispervasiveinnatureasitispresentinallenterprises.
Itsfocusisonresultsratherthanonrules.
Ittriestohelpemployeesdeveloptheirpotentialfully. AdvertiseHere
Itencouragesemployeestogivetheirbesttotheorganization.
Itisallaboutpeopleatwork,bothasindividualsandgroups.
Ittriestoputpeopleonassignedjobsinordertoproducegoodresults.
Ithelpsanorganizationmeetitsgoalsinthefuturebyprovidingforcompetentandwellmotivatedemployees.
Ittriestobuildandmaintaincordialrelationsbetweenpeopleworkingatvariouslevelsintheorganization.
Itisamultidisciplinaryactivity,utilizingknowledgeandinputsdrawnfrompsychology,economics,etc.

HumanResourceManagement:Scope
ThescopeofHRMisverywide:

1.PersonnelaspectThisisconcernedwithmanpowerplanning,recruitment,selection,placement,transfer,promotion,
traininganddevelopment,layoffandretrenchment,remuneration,incentives,productivityetc.

2.WelfareaspectItdealswithworkingconditionsandamenitiessuchascanteens,creches,restandlunchrooms,
housing,transport,medicalassistance,education,healthandsafety,recreationfacilities,etc.

3.IndustrialrelationsaspectThiscoversunionmanagementrelations,jointconsultation,collectivebargaining,
grievanceanddisciplinaryprocedures,settlementofdisputes,etc.

HumanResourceManagement:Beliefs
TheHumanResourceManagementphilosophyisbasedonthefollowingbeliefs:

Humanresourceisthemostimportantassetintheorganizationandcanbedevelopedandincreasedtoanunlimited
extent.
Ahealthyclimatewithvaluesofopenness,enthusiasm,trust,mutualityandcollaborationisessentialfordeveloping
humanresource.
HRMcanbeplannedandmonitoredinwaysthatarebeneficialbothtotheindividualsandtheorganization.
Employeesfeelcommittedtotheirworkandtheorganization,iftheorganizationperpetuatesafeelingof
belongingness.
Employeesfeelhighlymotivatediftheorganizationprovidesforsatisfactionoftheirbasicandhigherlevelneeds.
Employeecommitmentisincreasedwiththeopportunitytodiscoveranduseonescapabilitiesandpotentialinones
work.
Itiseverymanagersresponsibilitytoensurethedevelopmentandutilisationofthecapabilitiesofsubordinates.

HumanResourceManagement:Objectives

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5/11/2017 HUMANRESOURCEMANAGEMENTNATURE,SCOPE,OBJECTIVESANDFUNCTIONTheHumanResourcesSocialNetwork
Tohelptheorganizationreachitsgoals.

Toensureeffectiveutilizationandmaximumdevelopmentofhumanresources.

Toensurerespectforhumanbeings.Toidentifyandsatisfytheneedsofindividuals.
Toensurereconciliationofindividualgoalswiththoseoftheorganization.
Toachieveandmaintainhighmoraleamongemployees.

Toprovidetheorganizationwithwelltrainedandwellmotivatedemployees.

Toincreasetothefullesttheemployeesjobsatisfactionandselfactualization.
Todevelopandmaintainaqualityofworklife.

Tobeethicallyandsociallyresponsivetotheneedsofsociety.

Todevelopoverallpersonalityofeachemployeeinitsmultidimensionalaspect.
Toenhanceemployeescapabilitiestoperformthepresentjob.

Toequiptheemployeeswithprecisionandclarityintransactionofbusiness.
Toinculcatethesenseofteamspirit,teamworkandinterteamcollaboration.

HumanResourceActivities
Inordertoachievetheaboveobjectives,HumanResourceManagementundertakesthefollowingactivities:

1.Humanresourceormanpowerplanning.
2.Recruitment,selectionandplacementofpersonnel.
3.Traininganddevelopmentofemployees.
4.Appraisalofperformanceofemployees.
5.Takingcorrectivestepssuchastransferfromonejobtoanother.
6.Remunerationofemployees.
7.Socialsecurityandwelfareofemployees.
8.Settinggeneralandspecificmanagementpolicyfororganizationalrelationship.
9.Collectivebargaining,contractnegotiationandgrievancehandling.
10.Staffingtheorganization.

11.Aidingintheselfdevelopmentofemployeesatalllevels.

12.Developingandmaintainingmotivationforworkersbyprovidingincentives.
13.Reviewingandauditingmanpowermanagementintheorganization
14.PotentialAppraisal.FeedbackCounseling.
15.RoleAnalysisforjoboccupants.
16.JobRotation.
17.QualityCircle,OrganizationdevelopmentandQualityofWorkingLife.

HumanResourceManagement:MajorInfluencingFactors
Inthe21stcenturyHRMwillbeinfluencedbyfollowingfactors,whichwillworkasvariousissuesaffectingitsstrategy:

Sizeoftheworkforce.
Risingemployeesexpectations
DrasticchangesinthetechnologyaswellasLifestylechanges.
Compositionofworkforce.Newskillsrequired.
Environmentalchallenges.
Leanandmeanorganizations.
Downsizingandrightsizingoftheorganizations.
Cultureprevailingintheorganizationetc.

HumanResourceManagement:FuturisticVision

Onthebasisofthevariousissuesandchallengesthefollowingsuggestionswillbeofmuchhelptothephilosophyof
HRMwithregardtoitsfuturisticvision:

1.Thereshouldbeaproperlydefinedrecruitmentpolicyintheorganizationthatshouldgiveitsfocusonprofessional
aspectandmeritbasedselection.

2.Ineverydecisionmakingprocessthereshouldbegivenproperweightagetotheaspectthatemployeesareinvolved
whereverpossible.Itwillultimatelyleadtosenseofteamspirit,teamworkandinterteamcollaboration.

3.Opportunityandcomprehensiveframeworkshouldbeprovidedforfullexpressionofemployeestalentsandmanifest
potentialities.

4.Networkingskillsoftheorganizationsshouldbedevelopedinternallyandexternallyaswellashorizontallyand
vertically.

5.Forperformanceappraisaloftheemployeesemphasisshouldbegivento360degreefeedbackwhichisbasedon
thereviewbysuperiors,peers,subordinatesaswellasselfreview.

6.360degreefeedbackwillfurtherleadtoincreasedfocusoncustomerservices,creatingofhighlyinvolvedworkforce,
decreasedhierarchies,avoidingdiscriminationandbiasesandidentifyingperformancethreshold.

7.MoreemphasisshouldbegiventoTotalQualityManagement.TQMwillcoverallemployeesatalllevelsitwill
conformtocustomersneedsandexpectationsitwillensureeffectiveutilizationofresourcesandwillleadtowards
continuousimprovementinallspheresandactivitiesoftheorganization.

8.Thereshouldbefocusonjobrotationsothatvisionandknowledgeoftheemployeesarebroadenedaswellas
potentialitiesoftheemployeesareincreasedforfuturejobprospects.

9.Forproperutilizationofmanpowerintheorganizationtheconceptofsixsigmaofimprovingproductivityshouldbe
intermingledintheHRMstrategy.

10.Thecapacitiesoftheemployeesshouldbeassessedthroughpotentialappraisalforperformingnewrolesand
responsibilities.Itshouldnotbeconfinedtoorganizationalaspectsonlybuttheenvironmentalchangesofpolitical,
economicandsocialconsiderationsshouldalsobetakenintoaccount.

11.Thecareeroftheemployeesshouldbeplannedinsuchawaythatindividualizingprocessandsocializingprocess
cometogetherforfusionprocessandcareerplanningshouldconstitutethepartofhumanresourceplanning.

ToconcludeHumanResourceManagementshouldbelinkedwithstrategicgoalsandobjectivesinordertoimprove
businessperformanceanddeveloporganizationalculturesthatfosterinnovationandflexibility.Alltheabovefuturistic
visionscoupledwithstrategicgoalsandobjectivesshouldbebasedon3HsofHeart,HeadandHandi.e.,weshould
feelbyHeart,thinkbyHeadandimplementbyHand.

EditedbyKhaledFadel
www.jobeex.com

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SanyaSaxenaThanksFadel,Khaled,insightfularticle..
12022014

RebeccaBushnellVeryusefulpage,justwhatIneededformydiplomaonprinciplesofHRM
01222016

ChakaAntonioBestandveryusefulnotes,withthesenotesIwillachieveagoal.
10222016

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