HUMAN RESOURCE MANAGEMENT
1. DEFINITION OF HUMAN RESOURCE
MANAGEMENT
Human Resource Management (HRM) is concerned with managing people at
work and their relationships within the organisation. According to Flippo,
HRM involves planning, organising, directing and controlling the
procurement, development, compensation, integration, maintenance and
separation of human resources to achieve individual, organisational and
social objectives.
Dessler defines HRM as the process of acquiring, training, appraising and
compensating employees, and attending to their labour relations, health,
safety and fairness concerns. The National Institute of Personnel
Management of India states that HRM aims to bring together men and
women working in an enterprise and enable them to contribute their best
towards organisational success, both as individuals and as members of a
group.
Thus, HRM focuses on acquisition, utilisation, development, compensation,
integration, maintenance and separation of human resources to achieve
organisational goals effectively.
2. FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
The functions of Human Resource Management can be broadly classified
into managerial functions, operative functions, and advisory functions.
These functions help in effective utilisation and development of human
resources in an organisation.
1. Managerial Functions
Managerial functions of HRM include planning, organising, directing, and
controlling human resources. Planning involves deciding HR goals and
policies. Organising establishes job relationships and allocates resources.
Directing helps in building sound human relations, while controlling
, ensures effective utilisation of human resources through appraisal, audits,
and review of employee performance.
2. Operative Functions
Operative functions are concerned with the procurement, development,
compensation, integration, maintenance, and separation of employees.
• Procurement functions include human resource planning, job
analysis, job design, recruitment, selection, hiring, and socialisation.
• Development functions involve training and development, career
development, management development, and performance
appraisal.
• Compensating functions deal with job evaluation, wage and salary
administration, bonuses, and incentives.
• Integration functions aim at motivating employees, improving
morale, collective bargaining, grievance handling, and improving
quality of work life.
• Maintenance functions focus on employee welfare, good working
conditions, and health and safety.
• Separation functions include resignation, retirement, retrenchment,
exit interviews, retirement benefits, and rehire.
3. Advisory Functions
The HR manager acts as an advisor to top management and departmental
heads on matters related to manpower planning, recruitment, training,
performance appraisal, employee motivation, morale, and human
relations.
1. DEFINITION OF HUMAN RESOURCE
MANAGEMENT
Human Resource Management (HRM) is concerned with managing people at
work and their relationships within the organisation. According to Flippo,
HRM involves planning, organising, directing and controlling the
procurement, development, compensation, integration, maintenance and
separation of human resources to achieve individual, organisational and
social objectives.
Dessler defines HRM as the process of acquiring, training, appraising and
compensating employees, and attending to their labour relations, health,
safety and fairness concerns. The National Institute of Personnel
Management of India states that HRM aims to bring together men and
women working in an enterprise and enable them to contribute their best
towards organisational success, both as individuals and as members of a
group.
Thus, HRM focuses on acquisition, utilisation, development, compensation,
integration, maintenance and separation of human resources to achieve
organisational goals effectively.
2. FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
The functions of Human Resource Management can be broadly classified
into managerial functions, operative functions, and advisory functions.
These functions help in effective utilisation and development of human
resources in an organisation.
1. Managerial Functions
Managerial functions of HRM include planning, organising, directing, and
controlling human resources. Planning involves deciding HR goals and
policies. Organising establishes job relationships and allocates resources.
Directing helps in building sound human relations, while controlling
, ensures effective utilisation of human resources through appraisal, audits,
and review of employee performance.
2. Operative Functions
Operative functions are concerned with the procurement, development,
compensation, integration, maintenance, and separation of employees.
• Procurement functions include human resource planning, job
analysis, job design, recruitment, selection, hiring, and socialisation.
• Development functions involve training and development, career
development, management development, and performance
appraisal.
• Compensating functions deal with job evaluation, wage and salary
administration, bonuses, and incentives.
• Integration functions aim at motivating employees, improving
morale, collective bargaining, grievance handling, and improving
quality of work life.
• Maintenance functions focus on employee welfare, good working
conditions, and health and safety.
• Separation functions include resignation, retirement, retrenchment,
exit interviews, retirement benefits, and rehire.
3. Advisory Functions
The HR manager acts as an advisor to top management and departmental
heads on matters related to manpower planning, recruitment, training,
performance appraisal, employee motivation, morale, and human
relations.
