Introduction

The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions.
The whole context of Human Resource Management revolves around this core matter of managing relations at work
place. HRM is a multidisciplinary organizational function that draws theories and ideas from various fields such as
management, psychology, sociology and economics. Effective HRM depends very much on the causes and conditions
that an organizational setting would provide. Any Organization has three basic components, People, Purpose, and
Structure.

The goal of HRM is to maximize employees’ contributions in order to achieve optimal productivity and effectiveness,
while simultaneously attaining individual objectives (such as having a challenging job and obtaining recognition), and
societal objectives (such as legal compliance and demonstrating social responsibility).

What is Human Resource Management?

- is the study of activities regarding people working in an organization
- is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees.
- is a management function concerned with hiring, motivating and maintaining people in an organization.
- It focuses on people in organizations. Human resource management is designing management systems to ensure that
human talent is used effectively and efficiently to accomplish organizational goals.
- generally, HRM refers to the management of people in organizations.
- the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an
effective and efficient manner.
- is a management function that helps managers to recruit, select, train and develop members for an organization.

HRM is the personnel function which is concerned with procurement, development, compensation, integration and
maintenance of the personnel of an organization for the purpose of contributing towards the accomplishments of the
organization’s objectives. Therefore, personnel management is the planning, organizing, directing, and controlling of the
performance of those operative functions (Edward B. Philippo).
According to the Invancevich and Glueck, “HRM is concerned with the most effective use of people to achieve
organizational and individual goals. It is the way of managing people at work, so that they give their best to the
organization”.
According to Dessler (2008) the policies and practices involved in carrying out the “people” or human resource aspects of a
management position, including recruiting, screening, training, rewarding, and appraising comprises of HRM.
The goal of HRM is to maximize employees’ contributions in order to achieve optimal productivity and effectiveness, while
simultaneously attaining individual objectives (such as having a challenging job and obtaining recognition), and societal
objectives (such as legal compliance and demonstrating social responsibility.

Nature of Human Resource Management

The following constitute the core of HRM:
HRM Involves the Application of Management Functions and Principles. The functions and principles are applied to
acquiring, developing, maintaining and providing remuneration to employees in organization.
Decision Relating to Employees must be Integrated. Decisions on different aspects of employees must be consistent with
other human resource (HR) decisions.
Decisions Made Influence the Effectiveness of an Organization. Effectiveness of an organization will result in betterment of
services to customers in the form of high-quality products supplied at reasonable costs.
HRM Functions are not Confined to Business Establishments Only but applicable to non-business organizations such as
education, health care, recreation and like.
Scope of Human Resource Management
 The major HRM activities include HR planning, job analysis, job design, employee hiring, employee and executive
remuneration, employee motivation, employee maintenance, industrial relations and prospects of HRM.

American Society for Training and Development (ASTD) conducted fairly an exhaustive study in this field and identified
nine broad areas of activities of HRM. These are given below:
1). Human Resource Planning
2). Design of the Organization and Job
3). Selection and Staffing
4). Training and Development
5). Organizational Development
6). Compensation and Benefits
7). Employee Assistance
8). Union/Labor Relations
9). Personnel Research and Information System

Human Resource Planning:

-is to ensure that the organization has the right types of persons at the right time at the right place.
-It involves assessing current and future human resource needs, availability, and potential shortages.
-HR Planning forecast demand and supplies and identify sources of selection.
- HR Planning develops strategies both long-term and short-term, to meet the manpower requirement.

Design of Organization and Job:

-is the task of laying down organization structure, authority, relationship and responsibilities.
-This will also mean definition of work contents for each position in the organization.
-This is done by “job description”.
-Another important step is “Job specification”. Job specification identifies the attributes of persons who will be most
suitable for each job which is defined by job descriptions.

Selection and Staffing:

-the process of recruitment and selection of staff.
- it involves matching people and their expectations with which the job specifications and career path available within the
organization.

Training and Development:

- involves an organized attempt to find out training needs of the individuals to meet the knowledge and skill which is
needed not only to perform current job but also to fulfil the future needs of the organization.

Organizational Development:
-is an important aspect whereby “Synergetic effect” is generated in an organization i.e. healthy interpersonal and inter-
group relationship within the organization.

Compensation and Benefits:

-is the area of wages and salaries administration where wages and compensations are fixed scientifically to meet
fairness and equity criteria. In addition, labor welfare measures are involved which include benefits and services.

Employee Assistance:
 - each employee is unique in character, personality, expectation and temperament. By and large each one of them faces
problems every day. Some are personal some are official. In their case he or she remains worried. Such worries must be
removed to make him or her more productive and happier.

Union-Labor Relations:
-healthy Industrial and Labor relations are very important for enhancing peace and productivity in an organization. This
is one of the areas of HRM.

Personnel Research and Information System:

-knowledge on behavioral science and industrial psychology throws better insight into the workers expectations,
aspirations and behavior.
-advancement of technology of product and production methods have created working environment which are much
different from the past.
-science of ergonomics gives better ideas of doing a work more conveniently by an employee. Thus, continuous research in
HR areas is an unavoidable requirement.

HRM is a broad concept; personnel management (PM) and Human resource development (HRD) are a part of HRM.

Objectives of Human Resource Management

The primary objective of HRM is to ensure the availability of competent and willing workforce to an organization. The
specific objectives include the following:

✓ Human capital
-assisting the organization in obtaining the right number and types of employees.
✓ Developing organizational climate
-helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest.
✓ Helping to maintain performance standards and increase productivity through effective job design.
✓ Helping to establish and maintain a harmonious employer/employee relationship.
✓ Helping to create and maintain a safe and healthy work environment.
✓ Developing programs to meet the economic, psychological, and social needs of the employees and helping the
organization to retain the productive employees
✓ Ensuring that the organization is in compliance with provincial/territorial and federal laws affecting the workplace.
-such as human rights, employment equity, occupational health and safety, employment standards, and labor
relations legislation.
✓ To provide organization with well-trained and well-motivated employees
✓ To increase the employees’ satisfaction and self-actualization
✓ To develop and maintain the quality of work life
✓ To communicate HR policies to all employees.
✓ To help maintain ethical polices and behavior.

Four specific objectives: societal, organizational, and functional and personnel:

 Societal Objectives: Organizational
Objectives:
- seek to ensure that the organization becomes -it recognizes the role of HRM in bringing
about
socially responsible to the needs and challenges of the organizational effectiveness. It makes sure that HRM
society while minimizing the negative impact of such is not a standalone department, but rather means
demands upon the organization. To assist the organization with its primary objectives

Functional Objectives: Personnel Objectives:

-is to maintain the department’s contribution - is to assist employees in achieving their
at a level appropriate to the organization’s needs. personal goals, at least as far as these goals
enhance the individual’s contribution to the
organization.

*HRM Objectives and Functions*

1). Societal Objectives -Legal compliance

-Benefits
-Union- management relations

2). Organizational Objectives -Human Resource Planning

-Employee relations
-Selection
-Training and development
-Appraisal
-Placement
- Assessment

3). Functional Objectives - Appraisal

-Placement
-Assessment

4). Personnel Objectives - Training and development

-Appraisal
-Placement
-Compensation
-Assessment