Abstract The Human Resource Management is the process of managing people in the organization

Abstract
The Human Resource Management is the process of managing people in the organization. It is an approach in which organization can utilize the man power not only the benefits of the organization but the growth and development and self satisfaction of the concerned people. the Human Resource Management is the system that focuses on human resource management in one hand and effective Management of people on other hand so that the employees will enjoy the Human dignity of employment. Human resource is paramount importance is the success of any organization because most of problems in organizational settings of human and social rather than physical,t technical and economical failure. The HRM is management function that helps Managers to recruit select and train and develop members for the organization. The HRM function is not confined only the business establishment but also applicable for non business organization such as education health care recreation and like. HRM refers to a set of programming functions and activities design and caried out in order to maximize both employees as well as organization effectiveness. The scope of HRM is indeed vast. All the major activities in the working life of worker from the time of his entry in the organization until he leaves the organization comes under the preview of HRM. these are main activities of HRM. HR planning, design of the organization and jobs, selection and staffing, training and development, organizational development, compention and benefits, employee assistant, union/labor relations, personal research and information system. The role of HRM is to plan and develop and administrative policies and programs design to optimum use of organization Humans Resource. It is the part of management which is concerned with people at workal and their relationship within enterprise. The HR manager play a vital role in the organization. He plays very strategic role at different levels of organization.

Human resource management is also describe as, it is the process to manage employees in a organization and it can be include hiring, firing, motivating training employees. for example of human resource management it is the way in which a organization also hires the new employees and also trains those new workers.

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This is also cover the fields of staffing (hiring people), selection of people, pay and settlement of people the management and also the performance management, changing management and look after of exits from the organization to round off the activities. It is the traditional definition of Human resource management that leads of some experts and to define it as a modern version of the Personnel Management function that was used earlier.

Importance of Human Factor:
1.Output shall be increase than the input
2 every people is different from education culture,environment and also background etc.

3. We can not buy the loyalty, , devotion dedication towards the company .

4.Time passes human factor can be bringing experience to organization that accept the organization challenges.

5.now adays the developments just like legislation, trading unions to enhance their importance. Apart from the above factors there are many other factors like one should focus in to manage of human resource such as:
The following are various process of HR:
Human resource planning (Recruitment, Hiring, Selecting, Training, Orientation, Induction, Evaluation, Promotion and the Layoff).

EmployeesBenefits and renumeration Administration
The Performance Management
Employ management
The efficient designing of these processes apart from other things depends upon the degree of correspondence of each of these. This means that each process is subservient to other. You start from Human resource Planning and there is a continual value addition at each step. To exemplify, the PMS (performance Management System) of an organization like Infosys would different from an organization like Walmart. Lets study each process separately.

Human Resource Planning: Generally, we consider Human Resource Planning as the process of people forecasting. Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff.

Recruitment: It aims at attracting applicants that match a certain Job criteria.

Selection: The next level of filtration. Aims at short listing candidates who are the nearest match in terms qualifications, expertise and potential for a certain job.

Hiring: Deciding upon the final candidate who gets the job.

Training and Development: Those processes that work on an employee onboard for his skills and abilities upgradation.

Employee Remuneration and Benefits Administration: The process involves deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator in any job and therefore the importance of this process. Performing employees seek raises, better salaries and bonuses.

Performance Management: It is meant to help the organization train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but can also be for a department, product, service or customer process; all towards enhancing or adding value to them.

Nowadays there is an automated performance management system (PMS) that carries all the information to help managers evaluate the performance of the employees and assess them accordingly on their training and development needs.

Employee Relations: Employee retention is a nuisance with organizations especially in industries that are hugely competitive in nature. Though there are myriad factors that motivate an individual to stick to or leave an organization, but certainly few are under our control.

Employee relations include Labor Law and Relations, Working Environment, Employee heath and safety, Employee- Employee conflict management, Employee- Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance programs, Counseling for occupational stress. All these are critical to employee retention apart from the money which is only a hygiene factor.

All processes are integral to the survival and success of HR strategies and no single process can work in isolation; there has to be a high level of conformity and cohesiveness between the same.

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 it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.

THE SCOPE OF HRM
It is an extensive and far-reaching. Therefore, that is very difficult to describe it concisely. However, we may define the same under following
Recruitment: This is the most challenging task for any HR manager. A lot of attention and resources are required to draw, employ and hold the prospective employees. A lot of elements go into this function of recruitment, like developing a job description, publishing the job posting, sourcing the prospective candidates, interviewing, salary negotiations and making the job offer.

Training and Development: On the job training is the responsibility of the HR department. Fresher training may also be provided by some companies for both new hires and existing employees. This Fresher training is mainly done to make the employees up to date in their respective areas as required by the company. This function makes the employees understand the process and makes it easy for them to get on their jobs with much ease. During the process of the training and development, the results are monitored and measured to find out if the employees require any new skills in addition to what he/she has.

Professional Development: This is a very important function of Human Resource Management. This function helps the employees with opportunity for growth, education, and management training. The organization undertakes to sponsor their employees for various seminars, trade shows, and corporal responsibilities. This, in turn, makes the employees feel that they have been taken care by their superiors and also the organization.

Compensation and Benefits: A company can attain its goals and objectives if it can acclimatize to new ways of providing benefits to the employees. Some of the benefits given by companies are listed below for our understanding:
Working hours flexibility
Extend the vacation
Dental/Medical Insurance
Maternal and paternal Leave
Education and Reimbursement for the children
Performance Appraisal: The employees of any company will be evaluated by the HR department as well as the performance. This function of Human Resource Management is to help the organization in finding out if the employee they have hired is to move towards the objectives and goals of the organization. And the other hand, it can helps the organization to evaluate whether the employees need improvement in the other areas. It can helps the HR team in drawing certain development plans for those employees who have not met the minimal requirements of the job.

Ensuring Legal Compliance: To protect company this function plays a crucial role . The HR department of every organization should be also aware of all the policies and laws and that relate to employment, working hours, working conditions overtime, minimum wage, tax allowances etc. Compliance with such laws is very much required for the existence of an organization.

 Managerial Functions:
Planning: This function is very vital to set goals and and also objectives of an organization. The procedures and policies are laid down that achieve these goals. When it comes to planning the first thing is to foresee vacancies, set the job requirements and decide the recruitment sources. For every job group, a demand and supply forecast is to be made, this requires an HR manager to be aware of both the market job and strategic goals of the organization. the Shortage versus the excess of employees for that given job category is determined for a given period. In the end, a plan as ascertained to finish this shortage of employees.

Organizing: The very important managerial function is to develop and design the structured the organization. It basically includes the following:
Employees are grouped into positions or activities they will be performing.

Allocate different functions to different persons.

Delegate authority as per the tasks and responsibilities that are assigned.

Directing: This function is preordained to inspire and direct the employees to achieve the goals. This can be attained by having in place a proper planning of career of employees, various motivational methods and having friendly relations with the manpower. This is a great challenge to any HR manager of an organization; he/she should have the capability of finding employee needs and ways to satisfy them. Motivation will be a continuous process here as new needs may come forward as the old ones get fulfilled.

Controlling: This is concerned with the apprehension of activities as per plans, which was formulated on the basis of goals of the company. The controlling function ends the cycle and again prompts for planning. Here the HR Manager makes an examination of outcome achieved with the standards that were set in the planning stage to see if there are any deviations from the set standards. Hence any deviation can be corrected on the next cycle.

Strategic importance ofHRM
When a human resource department develop strategically their plans for recruitment, training, and benefits and compendium based on the objectives of the organization, it is ensure that great chance of the company or organizational success. Now Let;s think about this approach in relation to a basketball team, where Player A is the strategic HR department, and Players B through E are the other departments within the organization. The whole team wants to win the ball game, and they all may be phenomenal players on their own, but one great player doesn;t always win the game. If you;ve watched a lot of sports, you understand that five great players won;t win the game if each one of those five great players is focused on being the MVP.

Importance of HRM
Human Resources Management has its importance in any company or an organization as HR Managers are also apply the best use of human and other also capital assets. We may say that Human Resource is the management of much central and sensitive assets of any organization. The following points show the importance of HRM for different companies and organizations:
It helps in managing, preparing and completing all personnel policies ; programs.

Through a systematic and scientific process, HR supplies the best, skilled and required workforce to the business and organization.

It increases the benefits of any organization through training and development of human resources.

Change management is one of the very necessary element of company is to develop in to compete in market, HR Managers also trained and prepare a workforce for changing the management.

HRM also motivates the people and also encourage them to enable for long and short term goals of organizations and company.

It also helps the company in cost reduction through experimental and innovation values in a company.

For the safety of workers, future and health benefits, HR play very important roles.

The workers’ career management and the reward system with the best compensation, all are the duties and responsibilities of HR Managers, through that can get the best energies and work from them.

 

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