People and Organization - Role of HRM in an Organization
Role of Human Resource Management in an Organization
The Role of Human Resource Management in Organizations
Abstract
Human Resource Management includes
conducting job analyses, planning personnel needs, recruiting the right
people for the
job,
orienting and training, managing wages and salaries, providing benefits and incentives,
evaluating performance, resolving disputes, and communicating with all employees at
all levels. Examples of core qualities of HR management are extensive
knowledge of the industry, leadership, and effective negotiation skills,
formerly called personnel management.
Any organization, without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a strong and effective HRM. Aristotle told us that ̳the whole is more than the sum of its parts‘, this is certainly true when it comes to having all managers fully understanding the organization‘s documented Business Plan and ensuring the alignment of management thinking... simply the process of ensuring that all managers are working and driving the organization in the same direction.
Meaning: Before we define HRM, it seems pertinent to first define the term ̳human resources‘. In common parlance, human resources means the people. However, different management experts have defined human resources differently.
Definition: Michael J. Jucius has defined human resources as ―a whole
consisting of inter-related, inter-dependent and interacting physiological,
psychological, sociological and ethical components‖.
According to Flippo ―Personnel management, or
say, human resource management is the planning, organizing,
directing and controlling of the procurement development compensation
integration, 4intenance, and
separation of human resources to the end that individual, organizational and
social objectives are accomplished.
Objective of Study
1. To study the need of Human Resource Management
2. To study the functions of Human Resource Management
3. To study the History of Human resource Management
4. To study the importance of Human Resource Management
Nee d for HRM:
Human
Resource Management is needed to achieve the following objectives.
· To provide, create,
utilize and motivate employees to accomplish organizational l goals.
· To create opportunities,
to provide facility ,
necessary motivation to individual and group for their growth
with the growth of the organization by training and development, compensation
etc.
· To employ the skills and
ability of the workforce efficiently, i.e., to utilize human resources
effectively
· To create a sense and feeling of belonging team-spirit and encourage suggestions from employees.
· To help maintain ethical
policies and behavior inside and outside the organization.
· To maintain high moral
and good human relation within the organization.
· To secure integration of
individual and groups in securing organizational effectiveness
· To manage change to the mutual
advantage of individuals, groups, the organization and the society.
· To ensure that, there is
no threat of unemployment, inequalities, adopting a policy recognizing merit and
employee contribution, and condition for stability of employment.
· To increase to the
fullest the employee‘s job satisfaction and self-actualization; it tries
to prompt and stimulate
every employee to realize his potential.
An
organization
cannot build a good team of working professionals
without good Human Resources. The key functions
of the Human Resources Management (HRM) team
include recruiting people, training them, performance appraisals,
motivating employees as
well as workplace communication,
workplace safety, and much more.
The beneficial effects of these functions are discussed here:
Recruitment and Training: This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific job description. Their other tasks related to recruitment include formulating the Obligations of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with the company is prepared. When needed, they also provide training to the employees according to the requirements of the organization. Thus, the staff members get the opportunity to sharpen their existing skills or develop specialized skills which in turn will help them to take up some new roles.
Performance
Appraisals: HRM
encourages the people working in an organization, to work according to their
potential
and gives them suggestions
that can help them to bring about improvement in it. The team
communicates
with the staff individually from time to time and provides all the necessary
information
regarding
their performances and also defines their respective roles. This is beneficial as it enables them to
form
an outline of their anticipated goals in much clearer terms and thereby, helps
them execute the goals with
best
possible efforts. Performance appraisals, when taken on a regular basis,
motivate the employees.
Maintaining Work Atmosphere:
This
is a vital aspect of HRM because the performance of an individual in
an
organization is largely driven by the work atmosphere or work culture that prevails at the workplace:
A
good
working condition is one of the benefits that the employees can expect from an
efficient human resource
team.
A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere
gives
the staff members job satisfaction as well.
Managing Disputes:
In
an organization, there are several issues on which disputes may arise between the employees
and the employers. You can say conflicts are almost inevitable. In such a
scenario, it is the human resource
department which acts as a consultant and mediator to sort out those issues in
an effective manner. They
first hear the grievances of the employees. Then they come up with suitable
solutions to sort them out. In other
words, they take timely action and prevent things from going out of hands.
Developing Public Relations:
The
responsibility of establishing good public relations lies with the HRM to a great
extent. They organize business meetings, seminars and various official gatherings
on behalf of the
company
in order to build up relations hips with other business sectors. Sometimes, the
HR department plays an
active role in preparing the business and marketing plans for the organization
too.
References:
Robert L Mathis , John Jackson, Manas Ranjan Tripathy Human Resource Management – A South Asian
Perspective, Cengage Learning 2012
Dessler, Gary. Human Resource Management. 10th ed. Englewood Cliffs, NJ: Pearson/Prentice-Hall,
2004.
Lado, A.A., and M.C. Wilson. "Human Resource Systems and Sustained Competitive Advantage: A
Competency-Based Perspective."Academy of Management Review 19, no. 4 (1994): 699–727
Human resource management is responsible for the recruitment, selection, development and administration of the staff. HRM ensures that employees working at all the levels of the organization provide a significant contribution to achieving organizational objectives.
ReplyDeleteThank you very much for your feedback and comments.
DeleteHi Janarthan , Human resources managers supervise the most important factor of a successful business – a productive, thriving workforce. This requires viewing people as human assets, not costs to the organization. As with any other asset, a talented workforce can be used tactically to add value to an organization.
ReplyDeleteMore informative article Janarthan, Every part of the business boils down to people. And by managing people, organizations can be more profitable, lead more efficiently, improve product loyalty and do better work. thank you.
ReplyDeleteGood explained Janarthan .Apart from finance, which serves because the lifeblood of the organizational support functions, the HRM function more than some other help feature, has the project of making sure that the organizational guidelines and strategies are implemented and any grievances of the employees are looked after.
ReplyDeleteHuman resource management functions help an organization succeed in many ways. Human resource management is vital in any organization, from recruitment and training to managing conflicts, work-life balance, and payroll. Human resource management not only keeps employees happy and well-trained, but also ensures that the company is following regulations and avoiding liability issues. A company that lacks a proper human resource management department is doomed to fail. Workplace safety is a major concern for many companies. Human resource management is responsible for ensuring that employees are safe and motivated.
ReplyDeleteHuman resource management (HRM) is the process of coordinating personnel in order to achieve business objectives while maintaining employee satisfaction. Human resource management (HRM) is defined as the application of people, processes, and technology to the internal workings of a company rather than to the outside world.
ReplyDeleteYes. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
ReplyDeleteHuman resource management is a very important function, usually referred to as the core function of the organization. Without human resource management, organizations will not be able to effectively recruit and retain employees and maintain a healthy and acceptable workforce culture and environment. Effective human resource management strategies and functions are critical to the organization's success in ensuring employee satisfaction, keeping pace with social and ethical models, maintaining a healthy work culture, and a healthy life balance, work and life for employees. Nice article.
ReplyDeleteHRM is a broad topic to discuss. HRM can be summarized as providing, creating, utilizing, and motivating personnel to achieve organizational goals. Very informative topic, well drafted, all the best.
ReplyDelete