Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage!

The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally. Human Resource Management is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that its about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals. The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:

HRM in Personnel Management: This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development. It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.

HRM in Employee Welfare: This particular aspect of HRM deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, crches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

HRM in Industrial Relations: Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes. The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.

Scope of HRM It may be difficult to write succinctly about the scope of Human Resource Management as it is rather wide and far-reaching. However, for purposes of convenience, the scope of HRM can be divided into three different segments: Personnel This pertains to recruitment, training, man-power planning, posting, performance appraisal, sustaining employee morale, transfers, promotion, disbursement of wages, retirement benefits etc. Welfare This relates to providing proper work conditions, leave, medical facilities, canteen, rest rooms, workmen safety, social security, transport, etc. Industrial relations This is a highly responsible and sensitive area and includes interacting with the unions, addressing grievances, disciplinary proceedings, dispute settlement, compliance with statutory requirements etc.

Human Resource Management is concerned with enhanced productivity fully utilizing the combined talent and skills of the entire workforce of an organization. HRM must today reinvent itself to cope up with the demands of a global economy. Here we consider the scope of Human Resource management.
Human resources may be broadly defined as the sum total of all the skills and capabilities both inherent and acquired of an organizations entire workforce. Human Resources Management (HRM), for it to be effective, must appropriately deal with the aptitude, attitude, talent and skills of each individual employee within the organization. The objective of Human Resource Management must be to evolve a suitable process whereby employees perform optimally and the goals of each individual employee as well as the organization are met

Early 1800's Guilds Industrial Revolution Scientific Management

The 1900's Industrial Psychology Personnel Department Human Relations Movement:

Organizational Behaviour Studies Individual Level Group Level Organizational Level

Human Resource Management => Analysing and Problem Solving

Assessing and Interpreting cost/benefits of issues as; productivity, salaries and benefits, recruitment, training, absenteeism, layoffs, meetings, attitudes, surveys etc. planning using models that are realistic, challenging, specific and meaningful. prepare reports on Human Resource Management solutions to problems encountered by the firm. training for Human Resource Management staff and emphasizing the importance of Human Resource Management and its contribution to the firms profits.

Today Human Resource Management functions being carried out throughout the Organization are: training and Development recruitment and selection orientation performance appraisal problem solving conflict resolution motivation remuneration job analysis etc.

Generally knowing about what you're talking about is useful when talking about it. Leadership Development executive-education.nus.edu Join our executive program to develop the leader in you. Northwest Lineman College www.lineman.edu Be Someone People Look Up To! Electrical Lineman Training Leadership CIO.co.uk/Leadership Providing news & advice to CIO's worldwide since 1987! For any function planning is one of the important tool.This is the 1st step. People is the most important resource which is required to run any business or organization. Now this also very important to under stand the need of human resources on time so that neither my organisation falls short of resources nor faces surplus.If organisation falls short of resources then will not be able to deliver on time to client on the other hand if it has surplus resource then company has to bear that cost which will effect organisation's profitability. There is another aspect also in this company also need to plan resources based on the skill required to

run the business.Otherwise they will have surplus in one area shortfall in other area which Will result to poor management. Hence until & unless you do correct resource planning you will be able to manage human resources properly. 1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organizations success. 2. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization. 3. While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive. 4. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture. 5. Personnel management is independent from an organization. On the contrary, Human Resources Management forms an integral part of a company or an organization. Personal rights are the rights that a person has over their own body. Accessions-The attainment or acquisition of a position of rank or power, typically that of monarch or president. Accessories-1. A thing that can be added to something else in order to make it more useful, versatile, or attractive. 2. A small article or item of clothing carried or worn to complement a garment or outfit.