HRM

Human Resource Management

• Human Resource Management:-

HRM is the study of activities regarding people working in an organization. It is a managerial
function that tries to match an organization net to the skills and attributes/activities of its
employees.

• Definition of HRM:
HRM is a management function concerned with Hiring, Motivating and maintaining people in an
organization. It focuses on people in organization. HRM is designing management system to ensure
that human talent is used effectively and efficiently to accomplish organizational goals.
HRM is the personnel function which is concerned with procurement, development, compensation,
integration and maintenance of the personnel of an organization for the purpose of contributing
towards the accomplishments of the organizations objective. There for personnel management is
the Planning, Organization, Directing and Controlling of the performance of these operating
function.

According to “Invancevich and Glueck”

HRM is concerned with the most effective use of people to achieve organizational and individual
goals. It is the way of managing people at work so that they give best to the organization.

According to “Dessler”
The policies and criticize involved in caring out the people or Human resource aspects of a
management position including Recruitment, Screening, Training, Rewarding and Appraising
(analyzing) comprises of HRM.

• Nature Of HRM
HRM is a management function that helps manager’s to Recruit, select, Trained and Develop
member’s for an organization. HRM is concerned with peoples dimension in organization. The
following point elaborate the nature of HRM.

1) HRM involves the application of management function and principles:-

The function and principles are applied to acquire for Develop, Maintained and provide
Remuneration to employees in organization

2) Decision related to employees must be integrated:-

Decision on different aspect of employees must be consistent with other human resource decision.
3) Decision making influence:- The effectiveness of an organization will result in betterment of
customer in the form of high quality product supplied and reasonable cost.
4) HRM function are not conflict to business establishment only:- HRM refers to a set of programmed
function and quit design and carrimamise both employee’s well as organization effectiveness.
Features & characteristics or main function of human resource management:-
I. HRM involves management function like planning , organizing directing and controlling
 II. It involves pvouretment development main of human resource
III. It helps to achieve individual organization and social objective
IV. HRM is a mighty dictionary. It include the study of management pay log communicated
unsocial and social
V. It involves team spill and team work

Challenges of HR
The HR managers of may find is difficult Because of the rapidly changing Business environment
therefore they should update their knowledge and the skills by looking at the “organizations” needs and
objectives. The following are the points of challenges in HR.

1. Managing the vision:- vision of the organization provides the direction to business strategy
and helps managers to evaluate management practices and make decision. So vision of the
management becomes the integral part of the process of man management in the time to come.
2. Internal environment:- creative an environment which is responsive to external changes,
providing satisfaction of the employs and sustain through culture and systems is a challenging task.
3. Changing Industrial Relation:- Both the workers and managers have to be buy the same HR
philosophy and this is going to be a difficult task for the manager tomorrow.
4. Building Organizational Capability:-Even in the adverts condition the employs have to be
made to live in psychological state of readiness to continually change.
5. Job design and organization structure:-
Instead of depending on foreign concept we need to understanding the job and technology , people
involve in caring of the task

Evolution of HRM
In today’s global and competitive environment is the key to efficient running and survival of an organization
the concept of HRM has emerged form the personnel management. The term personnel management has
emerged in 1945 ager the world war. During the stage of personal management, manager distinguee
themselves from other managerial function and personnel functions Being Declared as saturate managerial
function. At the time the scope of personnel function management was critics due to the “hire and fire”
policy of the organization. The concept of HRM has evolved through various stages of industrial revolution,
triad union. Scientific management, Behavioral science and human relations.

Hence the concept of HRM has gradually replaced the term personnel management HRM is the
most appropriate name to deal with human resource as it highlight significant of the human being working
in an organization the history of HRM is evolved through the stages of industrial evolution in the 18th
century to the modern times.

1. Industrial revolution:- the momentum for the industrial revolution started in 17th century.
Technical advantage and improved agriculture methods resulted into mass production of goods.
The advancement in technology initiated the need of skilled and trained labour and improve work
methods for producing goods on the large scale. This period with need rapid technological
 improvement and led to the begging of the industrial revolution. In 1976 Adm smith in his work,”
the wealth of nation” propose the concept of specialization to increase efficiency through the
division of labour in the work. Adm smith considered as farther of capitalism also lighted the term ‘
invisible hands or laissez faire approach”. In the words of Rossouw “ Acc. To hidden approach, the
only responsibility of Business is to maximize Acc. To the Market principle and within the constraint
of low in 1832, Charles babes their elaborated the concept of division of labor in his work and
Labour in his work and explained the advantages of division of labour.
2. Trade union:- Trade union is a group of individual or an organization of workers formed to achieve
common goals these trade union organizations may compose of workers, professionals or
unemployed workers. The working class also form general union of all workers irrespective of the
trade and industry. The base purpose of the trade union is to bargain with employs on behalf of its
members for better ways.
3. Scientific management:- the concept of scientific management focused on professional between
employers and employees to improve productivity function work taller is regarded as the father of
scientific management and a great leader of the efficiency movement. He advocated the principle
of scientific management to improve industrial effiency. Tailor’s scientific management consistence
of four principles mentions as follow:-
I. Adopt work methods they don’ts scientific study of the task instead of rule of thumb
method.
II. Scientific method of selection, training and development of each employee.
III. The manager should apply scientific management principle to plan the work.
IV. Close supervision and detailed instruction to each worker in the performance of specific
task. The principle stresses on the fact that workers should be capable of understanding the
task they were doing.
The concept of scientific management advocated the payment of wedges should be linked
to productivity.
4. Industrial psychology(IP):- IP is also known as IOP (industrial organization psychology) work an
OP ( organization psychology) and personal psychology. It applied psychology industrial
organization and work place. It attempt to achieve organizations goals By improving the
performance and well faire of the organization and work IP includes resource in job performance,
analysis performance, approsel compensation, work motivation, job attitude, organization culture
leadership, ethics, technology in work place, job design and HR IP believes in the scientist Practiner
model.
5. HR(Human Resource):- HR approach explored management form a social as well as psychological
view advocates of this approach are concerned with well faire of employees an treat them as a
people. Abrahm Maslow, Robert Owen , Bill surt are popular as behavioral theorist, these
behavioral scientist believe that the manager and interpersonal communication etc. instead of
machinist production It would make the worker more satisfied and productive so these scientist
advocated the need of scientific study of human relation aspect of organization.
6. Human relation movement:- human relation movement gained movement as a result of
contributions of management thinkers. The human relation factors which helps to improve the
production and the level of satisfaction of employees. Elten Mayo’s contribution in the
development of human relation unforgettable approach. This is why Elten Mayo’s is known as the
father of Human Relation movement.
Features of HRM in India:-
Change is the low of nature several changes is take place in the field of management. As the result
of these changes, professional management has been replacing traditional management similarly,
personal management and HRM have taken the place of labour management . Unfortunately there
are still some organizations and educational institute where it is called labour management. While
most of the organizations and educational institution has recognize PM and HRM thus it is clear
that in future more attention will be concentrate on HRM and development.
However all account of the following changes in the modern world, P or HRM will says the
following challenges
1. Population explosion:- Population has grown rapidly in India and many other country , as
a result there will be need of new methods of production and distribution. Because of
increases in average expertly of life ratio of older employees in the organization will
increase. There will be change in population mix personnel polices will have to pay
attention to this fact.