SCOPE OF HRM

The scope of HRM is indeed vast.  All major activiites in the networking life of a worker-fromthe time of his or her entry into a n organisation until he or she leaves the organisations comes under the purview of HRM.  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.

The scope of HRM also extends to : 

• All the decisions, strategies, factors, principles, operations, functions, activities and methods related to the management of people as employees in any type of organisation.

All the dimensions related to people in their employment relationships, and all the dynamics that flow from it. 

a)  Human Resource Planning: the objective of HR planning is to ensure that the organisation has the right types of persons at the right time  at the right place.  It prepares human resources inventory with a view to assess present and future needs, availability and possible shortages in human resource.  Thereupon, HR Planning forecast demand and supplies and identify sources of selection.  Hr Planning develops strategies both long term and short term, to meet the man -power requirement.

b)  Design of Organisation and job:  this is the task of laying down organisation structure, authority, relationship and responsibilities.  this will also mean definition of work contents for each position in the organisation.  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 description.

c)  Selection and staffing: This is the process of recruitment and selection of staff.  This involves matching people and their expectations with which the job specifications and career path available within the organisation.

d)Training and development:  This involves an organised 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 fulfill the future needs of the organisation.

e)  Organisation Development:  This is an important aspect whereby "synergetic effect" is enerated in an organisation i.e. healthy interpersonal and inter-group relationship within the organisation.

f)  Compensation and benefits:  This is the area of wages and salaries administration where wages and compensations are fixed scientifically to meet fairness and equity criteria.  In addition labour welfare measures are involved which include benefits and services.

g)Employee Assistance:  Each employee is unique in character, personality, expectation and temperament.  By and large each one of them faces problems everyday.  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 happy.

h)Union-Labour Relations:  Healthy Industrial and labour relations are very important for enhancing peace and productivity in an organisation.  This is one of the areas of HRM.

i)  Personnel Research and Information system:  Knowledge on behavioural sciene and industrial psychology throws better insight into the workers expectations, aspirations and behaviour.  Advancement of technology of product and production methods have created working environment which are much different from the past.  Globalisation of economy has increased competition many fold.  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.  It must also take special care for improving exchange of information through effective communication systems ona continuous basis especially on moral and motivation.

HRM is a broader concept of Personnel Management(PM) and Human Resource development(HRD) are a part of HRM.

HRM notes for the hotel Management graduate

Notes for the Human Resource Management students of IHM

Introduction to HRM

Human beings are a social beings and hardly ever live and work in isolation.  We always plan, develop and manage our relations both consciously and unconsciously.  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 the individual acquiring knowledge and experience on understanding others and how to behave in each and every situations in life and thus managing relations at work place.  Since the middle of the 20th century Human Resource Management(HRM) has gained acceptance in both academic and commercial circle.  HRM is a multidisciplinary organisational function that draws theories and ideas from various fields such as management, psychology, sociology and economics.

There is no best way to mange people and no manager has formulated how people can be managed effectively, because people are complex beings with complex needs. Effective HRM depends very much on the causes and conditions that an organisational setting would provide.  any organisation has three basic components, People, Purpose and structure.

In 1994, a noted leader in the human resources(HR) field made the following observation: Yesterday,the company with the access most to the capital or the latest technology had the best competitive advantage.  Today, companies that offer products with the highest quality are the ones with a leg up on the competition; but the only thing that will uphold a company's advantage tomorrow is the calibre of the people in the organisation.

This predicted future is today's reality.  Most mangers in public and private sector firms of all sizes would agree that people truly are the organisations most important asset.  Having competent staff on the payroll does not guarantee that a firm's human resources will be a source of competitive advantage.  However in order to remain competitive, to grow, and diversify an organisation must ensure that its employees are qualified, placed in appropriate positions, properly trained, managed effectively, and committed to the firm's success.  the goal of HRM is to maximise employees' contributions in order to achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives(personal) and societal objectives(for the society).

What is Human Resource Management?

HRM is the study of activities regarding people working in an organisation.  It is a managerial function that tries to match an organisation's needs to the skills and the abilities of its employees.

Definition:  Human Resources Management(HRM) is a management function concerned with hiring, motivating and maintaining people in an organisation.  It focuses on people in the organisations.  Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organisational goals.

HRM is the personnel function which is concerned with procurement, development, compensation, integration and maintenance of the personnel of an organisation for the purpose of contributing towards the accomplishments of the organisation's objectives. Therefore, personnel management is the planning, organising, 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 the people to achieve organisational and individual goals.  It is the way of manageing people at work, so that they give their best to the organisation".

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.

In short Human Resource Management can be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organisation in an effective and efficient manner.

Core nature of HRM

HRM is  a mangement function that helps manager's to recruit, select, train and develop members for an organisation.  HRM is concerned with people's dimension in organisations.

The following constitute the core of HRM

1. HRM involves the application of Management functions and principles.  the functions and principles are applied to acquiring, developing, maintaining and providing renumeration to employees in organisation.
2. Decison relating to employees must be integrateed.  Decisions on diferent aspects of employees must be consistent with other human resource decisions.
3. Decisions made influence the effectiveness of an organisation.  effectiveness of an organisation will result in betterment of services to customers in the form of high quality products supplied at reasonable costs.
4. HRM functions are not confined to business establishments only but applicable to non-business organisations such as education, health care, recreation and like.

HRM refers to a set of programmes, functions and activities designed and carried out in order to maximise both employee as well as organisational effectiveness.