“Human resource management & managerial strategies”

Human resource is one of the most important resource of a country. In recent times the
process of management thought has reached at a junction where human resource
management has come to occupy the centre stage of all the management philosophy. As
we all are knows that “an employee is the greatest asset and the prime mover of all other
resources of an organization.”

According to Lawrence appley “management is personnel administration” he writes “a

manager does not deal with men, money and materials. He deals with money and
materials through men. he does not deal with schedules cost quality, volume and people
he reaches his objective through people.

Now a days HRM deals with following area of human resource management.

1. human resource planning

2. recruitment
3. job design and job analysis
4. selection placement & induction
5. performance appraisal
6. employee training & development
7. compensation/benefits
8. union/labour relations
9. employee maintenance
10. organization development
11. Personnel research & information systems.
12. HRM as a individual relations
13. collective bargaining
14. grievance procedure &disciplinary procedure
15. industrial conflicts
16. workers participation in management
 Aims & objectives of HRM

In overall purpose of human resource management is to ensure that the any

organization is able to achieve success through human capital.

As Ulrich and lake remark “HRM system can be source of organizational capabilities
that allow firms to learn and capitalize on new opportunities.

according to the Indian institute of personnel management

“It aims to achieve both efficiency and justice neither of which can be pursued
successfully without the other. It seeks to bring together and develop into an effective
organization of men and women who make up an enterprise, enabling each to make his
own best contribution to its success both as an individual and as a member of the
employment and satisfying work for those employed.”

STRATEGIES

• congenial environment
• leadership style
• human behaviour
• grievance redressal
• proper induction
• accountabilities with HR.

Specific objectives of human resource management

1. To build desirable working relationship

2. Effective utilization of human resources
3. Procurement of the personnel
4. Maximum individual development
5. To secure integration
6. To satisfy individual needs and group goals
7. Development of team work
8. Raising morale of employee
9. Maintaining good relations between employer and employee
10. To create disciplined atmosphere.
 Managerial strategies: - as we know “HRM approach is the basic key to all
managerial function of today & tomorrow.”
A manager’s functions can be identified by those requiring “hard or soft” human
resource management skills “hard HRM centers on the resource aspects of
management it focuses on

1. Controlling
2. Planning
3. Decision making
4. Organizing

And another is soft HRM deals with human side of management and includes the
role of

1. Leading
2. Motivating/directing
3. Communicating
4. Staffing

Two types of challenges are faced by HRM today

(1.) The changing environment

1. work force diversity

2. economical & technological changes
3. globalization
4. organization restruring
5. changing nature of work

(2.) changing rate of the HR manager

1. flatter organization
2. employee empowerment
3. team work
4. ethical management

top 5 HR changes for Indian organizations.

1. managing knowledge worker

2. managing technologies challenges
3. competence of HR manager
4. developing leadership
5. managing change
(3.) As it is more and more accepted that lot of success of organization depend as the
human capital this boils to recruiting the best managing the best and retaining the
best. Clearly HR manager have a role in this process often it is discussed about
lack of competence of HR manager in understanding the business imperative
there is now need to develop competent HR professional who are sound in HR
management practices with strong business knowledge.

(4.) Developing leadership

It is quite interesting to note that there is les importance given to developing
leadership at the organizational level though leadership is discussed on basis of
traits and certain qualities at an organizational level it is more based on
knowledge and knowledge based expertise in to business leaders by imparting
them with the necessary “soft skills”

Managing change:- business environment in India is volatile. There is boom

interms of restructuring turn a round mergers,down sizing etc. research has
clearly shown that the success of those interventions is heavily dependent on
managing the people issue in the process. HR has a pivotal role to play here.