Human resource management is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
HRM is the personnel function which is concerned with recruitment, development, compensation, integration and maintenance of the personnel of an organization for the purpose of contributing towards the accomplishments of the organization’s objectives. Therefore, personnel management is the planning, organizing, directing, and controlling of the performance of those operative functions.
Recruitment
‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization.
The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner.
The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.
Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’
Activities of human resource
Planning
The planning function of human resource department pertains to the steps taken in determining in advance personnel requirements, personnel programs, policies etc. After determining how many and what type of people are required, a personnel manager has to devise ways and means to motivate them. In the modern world planning is crucial to an organization and an organization without plans is uncompetitive since Coordination of various future activities of an organization is by preparation of plans actions for future periods this minimizes risks and increases the degree of organizational success.
Organization: Under organization, the human resource Manager has to organize the operative functions by designing structure of relationship among jobs, personnel and physical factors in such a way so as to have maximum contribution towards organizational objectives. In this way a personnel manager performs following functions: (a) preparation of task force; (b) allocation of work to individuals; (c) integration of the efforts of the task force; (d) coordination of work of individual with that of the department.
Controlling
It provides basic data for establishing standards, makes job analysis and performance appraisal, etc. All these techniques assist in effective control of the qualities, time and efforts of workers. Controlling is one of the most important functions of human resource since it directly regulates organizational performance, but most of all in a competitive world efficient control of organizational activities is crucial for an organization to stay relevant in the business.
Proper controlling can lead to improved efficiency and effectiveness in delivery of goods and services. Organizational control is a deliberate attempt to design a future course of action with view to optimize the use of resources. And organizations without a planned way to control activities are bound to fail because it had not had particular route to follow.
Record Keeping: In record-keeping the personnel manager collects and maintains information concerned with the staff of the organization. It is essential for every organization because it assists the management in decision making such as in promotions. This record mainly includes employee’s academic records, performance records, disciplinary records and also salary earnings in an organization and many others.
Development of Personnel: Development has to do with the increase through training, skill that is necessary for proper job performance. In this process various techniques of training are used to develop the employees. Framing a sound promotion policy, determination of the basis of promotion and making performance appraisal are the elements of personnel development function.
Protecting of the organizational corporate culture
Human resource practitioners are the keepers of the flame when it comes to corporate culture, team building and change management processes. Growing and adapting to the changing marketplace necessitates that firms pursue significant behavioral shifts from time to time. Sometimes organizations require the outside assistance of change management professionals to help them identify an appropriate strategy when they are attempting to create significant behavioral change, but in the end, culture shift can only be achieved and sustained if it is driven and sponsored effectively internally
Compensation to Personnel
Compensation means determination of adequate and equitable remuneration of personnel for their, contribution to the organization objectives to the monetary compensation for various jobs is one of the most difficult and important function of the personnel management. A number of decisions are taken into the function, viz., job-evaluation, remuneration, policy, inventive and premium plans, bonus policy and co-partnership, etc. It also assists the organization for adopting the suitable wages and salaries, policy and payment of wages and salaries in right time.
Maintaining Good Industrial Relation: Human Resource Management covers a wide field; it is intended to reduce stifles, promote industrial peace, provide fair deal to workers and establish industrial democracy. If the personnel manager is unable to make harmonious relations between management and labor industrial unrest will take place and millions of man-days will be lost. If labor management relations are not good the moral and physical condition of the employee will suffer, and it will be a loss to an organization vis-a-visa nation. Hence, the personnel manager must create harmonious relations with the help of sufficient communication system and co-partnership.
Strategy development
Human resource management helps to develop organizational strategy my adhering to the vision, mission, values of the organization, the human resource in its mandate ensures that all the employees adhere to the organizational goals.
Successful organizational performance requires a clearly articulated vision, mission and values. The Human Resource practitioner could initiate or support the development, or upgrade, of a vision, mission and values foundation if one does not exist or does not explicitly address the organizational goal. The foundation needs to incorporate elements of corporate social responsibility or sustainability in order for it to foster alignment of organizational resources and this is the cardinal role of human resource, strategy development Strategies mainly help an organization in planning for its future and how it can achieve its goals, an organization without a clear strategy is bound to fail because strategies are the only ways how an organization conclusive its objectives and manage the future at its commitment. Above all the shore holders of the organization must first understand the strategy of the organization before they can threst all their income on the organization
REFERENCES
Parasuraman et al (1998) the behavior consequence of service quality.
Leigh Rivenbark, “The 7 Hidden Reasons Why Employees Leave, HR Magazine, May 2005,
.Aswathappa.K. (2008), Human Resource and Personnel Management (5th edition), Tata McGraw-Hill Publishing Company Ltd., New Delhi.
BiswajeetPattanayak (2001), Human Resource Management, Prentice Hall of India Pvt. Ltd., New Delhi
Peter Cappelli, “HR Implications of Healthcare Reform, Human Resource Executive Online,March 29, 2010,
Lloyed L. Byers and Leslie W. Rue (1997), Human Resource Management (5th edition), The McGraw-Hill Companies, USA.
