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HUMAN RESOURCE MANAGEMENT

NATURE
DEFINITION OBJECTIVES

SCOPE
SYSTEM APPROACH FUNCTION
MANAGERIAL OPERATIVES

Human resources may be defined as the total knowledge, skills,

creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization.

Human Resource Management has come to be recognized as an

inherent part of management, which is concerned with the human resources of an organization.
Its objective is the maintenance of better human relations in the

organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.

According to Edwin B. Flippo, human resources management is

the

planning,

organizing,

directing

and

controlling

of

the

procurement, development, compensation, integration, maintenance, and separation of human resources to the end, that individual, Organisational and social objectives are accomplished.
The National Institute of Personal Management (NIPM) of India

has defined human resources management as that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organization of the men and women who make up enterprise and having regard for the well being of the individuals and of working groups, to enable them to make their best contribution to its success.

ACCORDING TO DECENZO AND ROBBINS, HRM is concerned with the

people dimension in management. Since every organization is made up of


people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organisational

objectives. This is true, regardless of the type of organization government,


business, education, health or social action

SCOTT,

CLOTHIER

AND

SPRIEGEL have

defined

Human Resource

Management as that branch of management which is responsible on a staff basis for concentrating on those aspects of operations which are primarily concerned with the relationship of management to employees and employees to employees and with the development of the individual and the group.
French Wendell, defines Human resource management as the recruitment,

selection, development, utilisation, compensation and motivation of human resources by the organisation.

OBJECTIVES OF HRM

According to Scott, Clothier and Spriegal, The objectives of HRM, in an

organisation, is to obtain maximum individual development, desirable working relationships between employers and employees and employees and employees, and to affect the moulding of human resources as contrasted with physical resources.
The basic objective of HRM is to contribute to the realisation of the

organisational goals. However, the specific objectives are as follows :


(i) To ensure effective utilisation of human resources, all other

organisational resources will be efficiently utilised by the human resources.


ii) To establish and maintain an adequate organisational structure of

relationship among all the members of an organisation by dividing of


organisation tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organisation.

(iii)

To

generate

maximum

development

of

human

resources within the organisation by offering opportunities for advancement to employees through training and

education.
(iv) To ensure respect for human beings by providing

various services and welfare facilities to the personnel.


(v) To ensure reconciliation of individual/group goals

with those of the organisation in such a manner that the personnel feel a sense of commitment and loyalty towards it.
(vi) To identify and satisfy the needs of individuals by

offering various monetary and non-monetary rewards .

OBJECTIVES OF HRM
The Primary Objective of HRM is to ensure the availability of

competent and willing workforce to an organisation


SOCIETAL OBJECTIVES socially and ethically responsible for the needs and challenges of

society
minimize the negative impact of such demands upon the organisation

The failure of organisations to use their resources for societys benefit in ethical ways may lead to restrictions.
For example, the society may limit human resource decisions to laws

that

enforce

reservation

in

hiring

and

laws

that

address

discrimination, safety or other such areas of societal concern.

Organisational Objectives Role of human resource management in bringing about organisational

effectiveness.
Human resource management is not an end in itself; it is only a means to

assist the organisation with its primary objectives


Functional Objectives Functional objectives try to maintain the departments contribution at a level adjusted to suit the organisations demands.

The departments level of service must be tailored to fit the organisation it

serves.
Personal Objectives

Assist employees in achieving their personal goals, enhance the individuals

contribution to the organisation. Personal


Employee performance and satisfaction may decline giving rise to employee

turnover.

HRM Objectives and Functions HRM Objectives Societal Objectives Supporting Functions 1. Legal compliance 2. Benefits 3. Union-management relations 1. 2. 3. 4. 5. 6. 7. Human resource planning Employee relations Selection Training and development Appraisal Placement Assessment

Organisational Objectives

Functional Objectives

1. Appraisal 2. Placement 3. Assessment 1. 2. 3. 4. 5. Training and development Appraisal Placement Compensation Assessment

Personal Objectives

NATURE OF HUMAN RESOURCE MANAGEMENT


1. Inherent Part Of Management :
o o

Inherent in the process of management. Function is performed by all the managers throughout the organisation rather that by the personnel department only

2. Pervasive Function :
o o

performed by all managers at various levels secure advice and help in managing people from experts who

have

special

competence

in

personnel

management

and

industrial relations

3. Basic to all Functional Areas :


o It permeates all the functional area of management o Every manager from top to bottom, working in any department has to

perform the personnel functions.

4. People Cantered :
o It is people cantered and concerned with all categories of personnel

from top to the bottom of the organisation.


o Blue collar, white collar. Managerial and non managerial ,professional

5. Personnel Activities or Functions :


o It involves in several functions concerned with the management of

people at work.
o Like manpower planning, employment, placement, training, appraisal

and compensation of employees.

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