HUMAN RESOURCE MANAGEMENT - AN OVERVIEW

Human Resource Management (HRM) is an effective Management policy of the people at

work. It’s functions inclusive a wide range of activities. One of the key factors in HRM is
that to analyze and identify the actual needs of recruitment of the suitable persons as
well as the methods of recruitment viz., Recruitment by transfer/appointment,
Contractual Appointments, Tenure basis appointments, Hire basis appointments and
Fresh recruitment of raw candidates with an objective of imparting proper training and
development to suit the needs of the Company/organization/Firm. Right man at the Right
place is the important motto in HRM. Any HR manager should observe the performance
of each and every individual employee and find out capabilities of the employees and
utilize them wherever need and the requirement. Besides the above HRM Activities
includes for ensuring that employees must fully aware of the personnel policies which
are conform to current regulations.
There is a difference between Human Resource Management and Human Resource
Development. HRM is a major management activity, while the HRD is a profession
which includes broader range of activities to develop personnel inside of organizations,
career development, Training and Development, Performance Appraisal Policies. HRM
is a part and parcel of HRD.

HRM examines the various policies and Programmes to make people at work more
productive and effective to the best satisfaction of the Management. Human Resource
Management consists of numerous activities including

 Human Resource Planning

 Identification of Needs for positioning.
 Formulation of the policy for Recruitment & Selection
 Deciding the Rules and Regulations for Recruitment, Selection, Qualifications to
be possessed for each and every assignment conforming to the policy of the
Management and to realize the aims and objectives/goals.
 Job Analysis
 Motivation and Orientation
 Training & Development
 Rationalization of Employees.
 Promotions and Transfers
 Performance Appraisal – Performance Management
 Career Development
 Employees Welfare – Compensation – Welfare Measures – Health & Group
Insurance

HRM is action oriented. The basic aim to get and recruit best employees. It requires
preparation of workforce planning, specification of jobs and roles, selection and
recruitment including Outsourcing of employees duly screened and overhauled. Welfare
of employees is most important by paying employees to their satisfaction and providing
financial and other benefits. Special treatment and additional benefits to the Women
employees is also an added advantage to develop HRM. Training and Development is the
core activity in HRM. Employees orientation, Career Development, Leadership
development, Management Development, Personal development, Supervisory
Development are some of the key factors in HRM. Creation of safe work environments,
diversity Management, Employee Assistance Programmes to be provided.

H.R.M is function oriented Effective HRM is concerned with helping an organization to

achieve its aims and objectives in the future by providing competent, well motivated and
dedicated employees. The progress of the firm or Company depends upon the
dedication of its employees. Thus Human resources need to be incorporated into an
organization’s long-term strategic plans.

The HRM function today is concerned with much more than simple filing, house keeping
and record keeping. No doubt Documentation, MIS, Employees database are more
important in the HRM process. When HRM strategies are integrated within organization,
HRM plays major role in clarifying the firm’s human resource problems and develop
solutions to them. The key concepts for the strategic importance of HRM are:

 Analyzing and solving problems from a profit oriented, not just a service
oriented, point of view, to gain the belief of the employees towards the firm.
 Assessing and interpreting costs or benefits of such HRM issues as productivity,
salaries and benefits, recruitment, training, absenteeism, overseas relocation,
layoffs, meetings, and attitude surveys.
 Preparing reports on HRM solutions to problems encountered by the firm.
 Training the human resources staff and emphasizing the strategic importance of
HRM and the importance of contributing to the firm’s profits, thus realizing the
goals by hard work.

If the HRM function is to be successful, Managers in other functions must be

knowledgeable and involved. Managers play a vital role in setting the direction, tone,
and effectiveness of the relationship between the employees, the firm and the work
performed.

If the objectives of the HRM function are to be accomplished, top managers will
have to treat the human resources of the organization as the key to effectiveness. To do
this- to accomplish the important objectives of HRM – Management must regard the
development of superior human resources as an essential competitive requirement that
needs careful planning, hard work and evaluation.

Objectives of the HRM function:

 Helping the organization to reach its goals. Realizing the aims and objectives by
means of strategic planning.
 Employing the skills and abilities of the workforce efficiently. Suitable person at the
suitable place.
 Providing the organization with well-trained well-motivated and well dedicated
employees.
 Increasing to the fullest the employee’s job satisfaction and self-actualization.
 Developing and maintaining a quality of work life that makes employment in the
organization desirable and encourageable.
 Communicating the HRM policies to the employees to get awareness of the
Employees to dedicate their work force towards the realization of the aims and
objectives of the firm.
 Helping to maintain ethical policies and socially responsible behaviour to maintain
ethical and Social values.

HRM’s place in Management

An HRM executive play an increasingly dominant role at the organization’s strategic

planning table, they must continually educate the members of other departments or units
about the human resource implications of various decisions. Best communication policy
system is very much necessary to create a hormone work environment. Tthe HR executive
must be familiar with other aspects of the organization – investments, advertising,
marketing, production control, computer utilization, research, and development. It is
crucial to know the business.

SURIBABU KOMAKULA