Вы находитесь на странице: 1из 5

000

Nature of Human Resource Management

Human Resource Management brings organizations and people together so that the goals of each
are met. The nature of HRM includes:

Broader function

Human Resource Management is a comprehensive function because it is about managing people


in the organization. It covers all types of people in the organization from workers till the top
level management.

People oriented

Human resource is the core of all the processes of human resource management. So HRM is the
process which brings people and organizations together so that their goals can be achieved.

Action oriented

Human resource management believes in taking actions in order to achieve individual and
organizational goals rather than just keeping records and procedures.

Development oriented

Development of employees is an essential function of human resource management in order to


get maximum satisfaction from their work so that they give their best to the organization

Continuous function

As human resource is a living factor among all factors of production therefore it requires
continuous improvement and innovations in order to get excellence. So it requires a constant
alertness and awareness of human relations and there importance in every day to day operations.

Future oriented

HRM is very important activity which helps organization to achieve its objectives in future by
providing well motivated and competent employees.
The field of HRM has been evolving ever since it came into existence in1970s. HRM experts
have proposed many models to interpret explain and also advocate HR policies and practices in
tune with specific ideology and philosophy. Among this new genre of models, Ten C model of
HRM is regarded as all encompassing and a pragmatic model. Alan Price is the architect of this
model who presented it in his book titled Human Resource Management in a Business Context,
published in 1997. There are ten essential principles-the Ten Cs-in this model. These are:

1. Comprehensiveness. The HRM strategy of an organization must include all the aspects of
people management, typically starting from recruitment to post separation programmes.

2. Credibility. The HR practices must build trust between staff and top management and
encourage employees belief in HRM strategies.
3. Communication. The objectives of organization and that of HRM must be understood and
accepted by all employees. The operating culture in organization must encourage openness and
be free from all barriers.

4. Cost effectiveness. The reward and promotion system must be fair.

5. Creativity. The competitive advantage of the company must stem from its unique HR
strategies.

6. Coherence. HRM activities and initiatives must from a meaningful whole.

7. Competence. HRM strategy will be crafted in such a way that organization becomes
competent to achieve its objectives with the support of individual competencies.

8. Control. HRM policies and practices must ensure that performance of HR is consistent with
business objectives.

9. Change. The basic premise of HRM strategy must be that continuous improvement and
development is essential for survival.

10. Commitment. The last C Stresses upon that employee are to be motivated to achieve
organizational goals.

Alan Price 10 C model is measurable at the organizational level and success of the model lies in
the tension and balance between the ten Cs.

Objectives of Human Resource Management

Societal

HRM may contribute ethically and socially regarding the needs and challenges emerging in the
society. If an organization fails to use its resources for society benefits in ethical ways it may
lead to restriction by society. For example, society may limit the HR decisions through laws in
hiring, it may limit laws that address discrimination, laws regarding safety or other areas of
concern.

Organizational
The main objective of HRM is to achieve organizational goals by bringing organizations
effectiveness. HRM is not an end but it is a means to assist the organization in order to attain its
objectives.

Functional

Functional objective of HRM deals with contributions of each department regarding their need
and effectiveness in order to attain organization goal. All the resource or skill set get wasted
if HRM is not able to fulfill up with the organizational demand.

Personal

HRM also deals with personal objectives of the individuals so that personal and organizational
objectives can be met or order to achieve maximum production and attain competitive advantage.
These personal objectives are important in order to maintain, retain and to motivate employees.
If this not done employees dissatisfaction and poor performance will result in attrition or low
productivity

How can we overcome with these challenges?

1. Cross cultural training of HR personnel so that they understand other cultural people 2.
Motivate Professional personnel more and more so that do not change organization more
frequently financial motivation is not always required you can motivate through non financial
motivation like encouragement, training of employee, job satisfaction 3. HR should adopt the
change at internet speed. 4. Shifting HR strategy with changing economy strategy of HR
should be agile, capable of flexing and adaptive to changes in the economy. 5. Technical changes
in the workplace often require the implementation of additional training for workers. As training
and development is generally the realm of the HR department, this creates yet another challenge
for human resource managers. HR must first determine what training is necessary and then
implement training measures to ensure all workers can keep up with technical changes. Human
resource managers must also determine when it may train existing employees, and when it must
search for new workers to fill technical positions within the organization 6. Training of HRIS
Human resource information system should be given to the HR managers or HR professional so
that they can overcome Information Technology challenges. 7. Proper performance evaluation
system and proper career development plans should be used in the organization to reduce
professional mobility. Result In present scenario HR is facing various challenges like
globalization; workforce diversity etc HR people can overcome these challenges through cross
cultural training, motivation of employee, technological and information technological training
Due to all these challenges it is very difficult for HR people to retain, attract and nurture talented
employee. But it can be possible from motivational techniques, HR executives cannot motivate
employee from only financial techniques but they can motivate from non financial techniques.
Conclusion To conclude that it can be said that HR practice is becoming more ad more
challenging day by day, they have to face lot of problems like retention, attraction of employee,
dealing with different cultural people, managing work force diversity, technological and
informational changes to overcome with these challenges training (Cross cultural training and
technological and informational training) is necessary of HR people. To reduce mobility of
professional personnel HR people have to motivate them from monetary and non monetary
techniques. Proper performance evaluation system and proper career development plans should
be used in the organization to reduce professional mobility