DEFINITIONS OF HUMAN RESOURCE MANAGEMENT
1. HRM involves all management decisions and actions that affect
relationship between the organization and employees—its human
resources
2. A method of maximizing economic return from labour by
integrating HRM into business strategy.-------------(KEENOY)
3. HRM is a distinctive approach to employment management which
seeks to achieve competitive advantage through the strategic
development of a highly committed and capable workforce, using an
integrated array of cultural, structural and personnel techniques.-----
(STOREY )
4. HRM is the attraction, selection, retention, development and use of
human resources in order to achieve both individual and
organizational objectives.----------( CASCIO )
5. HRM is strategic and coherent approach to the management of an
organization’s most valued assets—the people working there who
individually and collectively contribute to the achievement of its
objectives for sustainable-competitive advantage.
6. HRM----a range of strategies, process and activities designed to
support corporate objectives by integrating the needs of the
organization and individuals that comprise it.
PHILOSOPHY OF HUMAN RESOURCE MANAGEMENT
The main HRM beliefs are as follows-----
• Employees are valued assets---the fundamental
belief- underpinning HRM is that the sustainable competitive
advantage is achieved through people. They should be therefore
regarded not as variable cost but valued assets in which to invest, thus
adding to their inherent value.
• Strategy and culture are important-----Organizational
effectiveness the development of integrated business increased
significantly by paying close attention to and human resource
strategies and by shaping the culture of the organization. A long-term
perspective in managing people and in developing an appropriate
corporate culture is seen as important. Every aspect of employees
management must be integrated with business management and
reinforce the desired company culture
• Emphasis on commitment rather than compliance---the optimum
utilization of human resource will be achieved by developing
consistent and coherent policies which promote commitment to the
organization and unleash the latent creativity and energies of the
people who work there, thus leading to enhanced performance.
• Emphasis on the key role of line management-- HRM is owned by
line managers who alone have responsibilities for managing their
staff.The role HR function is to enable line managers to fulfill their
HRM responsibilities effectively.
• HRM is essentially a business oriented philosophy---concerning
the management of people in order to obtain added value from them
and thus to achieve competitive advantage.
• It is a philosophy that appeals to management-----who are striving
to beat off increasing international competition and appreciate that to
do this they must invest in HR as well as new technologies.
HUMAN RESOURCE DEVELOPMENT
Human Resource Development (HRD) has become an evolving
concept for building work-force performance to meet the
needs of an organization. The essential elements of HRD
are--------------
On going assessment of work force competency needs.
Activities to fill those needs---employee education and training,
organization development, ‘ quality of work life ‘ programs
or other efforts to serve the needs
Evaluation to determine if the intended purpose has been met.
DEFINITION OF HRD
HRD is an organized learning experience within a given period
of time with the objective of producing the possibility of
performance change.
HRD is the process of increasing knowledge, capabilities and
positive work attitudes of all employees working at all
levels in a business undertaking.
HRD is matching the organizations needs for human resource
with the individual need for personal career growth and
development.
BENEFITS OF HRD
A signal to employees that the company believes they are
important.
Motivation to acquire and use new skill for which they will be
rewarded
Commitment by communication to employees the values of an
organization, e.g. quality and customer service and
ensuring that they learn how they should uphold them.
Identification with the Company by helping people to achieve a
better understanding of its aims and policies.
Communication- training can provide effective channel for two-
way communication.
Need satisfaction- training can contribute to the satisfaction of
people’s need for achievement and recognition.
Job Enrichment – training can enable people to exercise
greater responsibilities.
Change Management – education and training are essential
ingredients in a change management program. They help
people to understand why change is necessary and how
they will benefit
OBECTIVES OF HUMAN RESOURCE MANAGEMENT
• To enable management to achieve organizational
objectives through its workforce.
• To utilize people to their full capacity and potential.
• To foster commitment from individuals to the success of
the company through a quality orientation in their
performance and that of the whole organization.
• To integrate human resource policies with business plans
and reinforce an appropriate culture or as necessary
reshape an inappropriate culture.
• To develop a coherent set of personnel and employment
policies which jointly reinforce the organization’s
strategies for matching resources to business needs and
improving performance.
• To establish an environment in which latent creativity and
energy of employees will be unleashed.
• To create conditions in which innovation, team-working
and total quality can flourish.
• To encourage willingness to operate flexibly in the interest
of the adaptive organization and in the pursuit of
excellence.
FUNCTIONS OF HUMAN RESOURCES MANAGEMENT
• Create and promote human resource philosophy.
• Determine the human resource needs.
• Educating the executives.
• Assisting top management regarding HR policies,
strategies and approaches.
• Human resource planning.
• Recruitment, selection, induction, placement.
• Communication system.
• Compensation management.
• Cordial business relations.
• Employee welfare.
• Counseling.
• Evaluation----performance appraisal and performance
management.
• Team building and team spirit.
• Motivating employees.
• Training and development.
ROLE OF HRM
• Linking HRM to business role--* Enabler role--* Monitoring
role--* Motivating role--* Innovator role--* Adaptor role.
ACTIVITIES UNDER THE PURVIEW OF HRM
• Human resource planning.
• Recruitment and selection.
• Training and development.
• Organizational development.
• Job design.
• Career planning and career development.
• Performance management system.
• Compensation management and benefits.
• Employee assistance.
• Industrial relations.
• HR research and information system and audit.
BENCHMARKS OR PRINCIPLES OF HRM
Individualistic approach.
Make employee feel worthwhile.
Fair and just policies.
Rewards should be earned.
Access to organizational information.
Judge the strength.
Equal pay for equal work.
Do what you preach.
