Human Resource
Management – Unit 1
MR. JAMES MICHAEL A. DALDE, MBA
INSTRUCTOR
Basic Concepts of Human Resource
Management - Overview
This unit gives you clear view on the nature, scope and objective of human
resource planning. This unit discusses the functions of human resource
management also the specific functions of human resource manager.
Learning Objectives
At the end of this unit, I will able to:
Understand the Human Resource Management and its importance, objectives and
scope.
Define and describe specific function of Human Resource Manager and their
challenges.
Direction: Read the statement below. Explain your ideas base on
your understanding the meaning or the message of these thought.
Introduction
According to www.thebalancecareers.com, Debates about the importance of
Human Resources Management occur daily in workplaces. Some employees
regard Human Resource (HR) as the policing, traumatizing, systematizing arm of
executive management. These employees see HR staff as gatekeepers, people
who hold little interest in employee concerns.
Such employees also see HR staff as supporting managers, not regular
employees, sometimes attributing nefarious goals and motives to HR staff or
even talking about why they hate HR. Part of the problem is that HR has to
balance the interests of five different stakeholders, so employees can feel their
interests are ignored.
Meaning and Definition
It is concerned with people at work
Managing the people at work
Human Resource Management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the
people who work in the organization in developing people through work. HRM
can be defined as a process of procuring, developing and maintaining competent
resources in the organization so that goals of an organization are achieved in an
effective and efficient manner. In other words HRM is an art of managing people
at work in such a manner that they give best to the organization(Management et
al., n.d.).
Human Resource Management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the
people who work in the organization. Human Resource Management can also be
performed by line managers.
Human Resource Management is the organizational function that deals with
issues related to people such as compensation, hiring, performance
management, organization development, safety, wellness, benefits, employee
motivation, communication, administration, and training.
Why HR Is Important?
HR monitors the culture. Some organizations say that HR owns the culture, but
as in all other employee relations matters, we recommend that the ownership is
spread across all employees.
HR owns the overall talent management processes. In conjunction with other
managers, HR leads the way in management development, performance
management, succession planning, career paths, and other aspects of talent
management. HR can't do it alone and relies heavily on managers and executive
staff to help plan and execute the strategies. However, HR has to bring new ideas
and effective practices into the organization.
Why HR Is Important?
HR is responsible for the overall recruiting of a superior workforce. Once again,
HR cannot do it alone but must provide support to hiring managers who are also
responsible for recruiting a superior workforce. HR must provide leadership,
training, scheduling assistance, a systematic hiring process, recruitment planning
processes, interview expertise, selection monitoring, and more.
HR recommends market-based salaries and develops an overall strategic
compensation plan. HR provides guidance to managers as they determine the
salary ranges within their organizations.
Why HR Is Important?
HR researches, recommends and implements employee benefits programs that
attract and retain your best employees. HR is also responsible for controlling
costs and considering various options before recommending adoption.
HR is responsible for recommending and instituting strategies for people and the
organization that further the attainment of the organization's strategic goals. If
your organization is changing direction, developing new products, changing
mission, vision, or goals, HR must lead the way with employee programs and
processes.
Why HR Is Important?
HR makes sure that workplace activities, events, celebrations, ceremonies, field trips,
and team building opportunities are occurring. Other employees plan and implement the
activities with or without HR's help, but the HR leader is generally responsible for
monitoring the budget and providing committee oversight.
HR advocates for employees who have issues or conflict with management and coaches
managers and executives who seek a more effective approach to working with particular
employees. Not everyone loves each other but they need to develop
effective working relationships with contributions and productivity. HR can help by
knowing the players and taking on the necessary role of advocate, coach and/or
mediator.
Picture analysis
What are the Objectives of Human
Resource Management?
The primary objective of HRM is to ensure the availability of a competent and
willing workforce to an organization. Beyond this, there are other objectives,
too. Specifically, HRM objectives are four folds- societal, organizational,
functional, and personal.
Objectives of Human Resource
Management
Societal Objectives: To be ethically and socially responsible to the needs and
challenges of the while minimizing the negative impact of such demands upon the
organization. The failure of organizations to use their resources for the society’s benefit
in ethical ways may lead to restrictions. For example, the society may limit HR
decisions through laws that enforce reservation in hiring and laws that address
discrimination, safety or other such areas of societal concern.
Organizational objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is not an end in itself. It is only a means to assist the
organization with its primary objectives. Simply stated, the department exists to serve
the rest of the organization.
Functional Objectives: To maintain the department’s contribution at a level
appropriate to the organization’s needs. Resources are wasted when HRM is
either more or less sophisticated to suit the organization’s demand. The
department’s level of service must be tailored to fit the organization it serves.
Personal objectives: To assist an employee in achieving their personal goals, at
least insofar as these goals enhance the individual’s contribution to the
organization. Personal objectives of employees must be met if workers are to be
maintained, retained and motivated. Otherwise, employee performance and
satisfaction may decline and employees may leave the organization.
HRM Functions
Managerial Functions:
Planning:
This involves predetermined course of action. In this process
organizational goals and formulation of policies and
programmes for achieving them are chalked out. A well thought
out plan makes execution perfect and easy.
Managerial Functions:
Organizing:
This is a process by which the structure and allocation of jobs
are determined. Organizing involves each subordinate a specific
task, establishing departments, delegating authority to
subordinates, establishing channels of authority and
communication, and coordinating the work of subordinates.
Managerial Functions:
Staffing:
This is a process by which managers select, train, promote and
retire the subordinates. This involves in deciding the type of
people to be hired, recruiting prospective employees, selecting
employees, setting performance standard, compensating
employees, evaluating performance, counseling employees,
training and developing employees.
Managerial Functions:
Directing:
Directing is the process of activating group efforts to achieve
the desired goals.
Controlling:
This is the process of setting standards for performance,
checking to compares see how actual performance compares
with these set standards and taking needed corrective action.
