Managing Employee Resources
Human Resources Management (HRM) is that branch of management that deals with managing one of the resources of the organisation-Human Resources. It is also called as Personnel Management. However the term Personnel Management is being replaced in most spheres by the term Human Resource Management or Human Resource Development (HRD) or simply Human Resources (HR). In our text we shall be using these terms interchangeably.
Most organisations have a full-fledged Human Resource Management department. The function of Human Resource Management is to acquire, train, develop and retain the human resources of the organisation so that with the help of these human resources, the organisation is able to achieve its goal.
Broadly the activities carried out by Human Resource Management are
Manpower Planning
Recruitment and Selection
Induction of the New employees
Performance Appraisal
Organisation Development
Training and Development
Employee Counseling
Compensation Planning
Industrial Relations
Employee separation
We will be looking at these topics at greater depth in the later part of this text.
Since Human Resource Management has such a wide berth, defining it is quite a task. One good definition of Human Resource Management is given by the UK based Institute of Personnel and Development, which defines it as:
"Recruiting and selecting people, training and developing them for their work, ensuring that payment and conditions of employment are appropriate, where necessary negotiating such terms of employment with trade unions, advising on healthy and appropriate working conditions, the organisation of people at work, and the encouragement of relations between management and work people."
Relation between Human Resources and management:
Human Resource Management is an integral part of management. It helps the management in taking a strategic view of a very important resource i.e. Human Resource. It helps management in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be given to the employees so that the organisation goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and development activities to ensure this. This is a key area for Human Resource Management as it shows their contribution in terms of money. The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand.
The HR manager has a dual role in the organisation. He performs the role of an executive as well as a consultant. Managing people is not only a HR area but also part of the job of line managers. These managers are managers heading various activities like accounts, audit, production, marketing, sales etc. They have people working under them and have to manage them too. There are times when line managers have problems handling employees and are unable to resolve the issue. This is where the HR person steps in as a consultant. The HR person can provide advice to the line manager to tackle the situation. This is in addition to the executive role he performs. The executive role of the HR person is his role in carrying out the routine activities of his area. There are occasions when they have to on both the hats of an executive as well as that of a consultant. A typical example is the role of the HR person when recruiting people for line functions, where line managers decide as they have the expertise, they help the line managers with advice while simultaneously carrying out their executive role of recruiting
From India, Mumbai
1Human Resources Management (HRM) is that branch of management that deals with managing one of the resources of the organisation-Human Resources. It is also called as Personnel Management. However the term Personnel Management is being replaced in most spheres by the term Human Resource Management or Human Resource Development (HRD) or simply Human Resources (HR). In our text we shall be using these terms interchangeably.
Most organisations have a full-fledged Human Resource Management department. The function of Human Resource Management is to acquire, train, develop and retain the human resources of the organisation so that with the help of these human resources, the organisation is able to achieve its goal.
Broadly the activities carried out by Human Resource Management are
Manpower Planning
Recruitment and Selection
Induction of the New employees
Performance Appraisal
Organisation Development
Training and Development
Employee Counseling
Compensation Planning
Industrial Relations
Employee separation
We will be looking at these topics at greater depth in the later part of this text.
Since Human Resource Management has such a wide berth, defining it is quite a task. One good definition of Human Resource Management is given by the UK based Institute of Personnel and Development, which defines it as:
"Recruiting and selecting people, training and developing them for their work, ensuring that payment and conditions of employment are appropriate, where necessary negotiating such terms of employment with trade unions, advising on healthy and appropriate working conditions, the organisation of people at work, and the encouragement of relations between management and work people."
Relation between Human Resources and management:
Human Resource Management is an integral part of management. It helps the management in taking a strategic view of a very important resource i.e. Human Resource. It helps management in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be given to the employees so that the organisation goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and development activities to ensure this. This is a key area for Human Resource Management as it shows their contribution in terms of money. The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand.
The HR manager has a dual role in the organisation. He performs the role of an executive as well as a consultant. Managing people is not only a HR area but also part of the job of line managers. These managers are managers heading various activities like accounts, audit, production, marketing, sales etc. They have people working under them and have to manage them too. There are times when line managers have problems handling employees and are unable to resolve the issue. This is where the HR person steps in as a consultant. The HR person can provide advice to the line manager to tackle the situation. This is in addition to the executive role he performs. The executive role of the HR person is his role in carrying out the routine activities of his area. There are occasions when they have to on both the hats of an executive as well as that of a consultant. A typical example is the role of the HR person when recruiting people for line functions, where line managers decide as they have the expertise, they help the line managers with advice while simultaneously carrying out their executive role of recruiting
From India, Mumbai
hi deepti
the article you posted was really informative. But i studied that training and development comes under Human resource development. Human resource managemetn is the combination of personnel management and human resource development. is my information valid or else please comment on this....
with regards
jayavel.k
From India, Madras
the article you posted was really informative. But i studied that training and development comes under Human resource development. Human resource managemetn is the combination of personnel management and human resource development. is my information valid or else please comment on this....
with regards
jayavel.k
From India, Madras
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17 Vangonotes HRM - Managing Global Human Resources.zip
Managing Human Resources.ppt