In this post I am going to inform you about human resource management and its functions.
- 1 What is Human resource management?
- 2 How human resource management important for an organization?
- 3 Human resource management functions
- 4 A. Operative human resource management
- 5 B. Strategic Human Resource Management
- 6 Conclusion
What is Human resource management?
Human resource management is a strategic way of efficient management of manpower in an organization so that they can help the business to gain a competitive advantage.
How human resource management important for an organization?
Human resource management is simultaneously a subject of study and management strategy that sheds light on the proper management of internal human resources to achieve the desired goals of an organization.
All kinds of work related to the organization’s human resources, including attracting employees to the organization, finding and recruiting qualified people from among the interested ones, motivating the employees and maintaining good relations with the organization, paving the way for their career advancement and retrenchment if necessary to the work of the asset management department.
But its main objective is to achieve the goals of the organization, of which the four main ones are to increase sales and revenue, increase profit and increase, increase market share and improve the image of the organization.
When working with the officers and employees of the organization, the human resource management department has to abide by the labor laws and employment laws of that country. The person in charge of human resource management of the organization is usually called the human resource manager.
As the Industrial Revolution began around the world in the early twentieth century, there was a growing tendency to hire workers in various organizations to survive in the face of fierce competition. And this leads to workers’ dissatisfaction.
The concept of human resource management was born out of these workers’ dissatisfaction.
At that time, the task of human resource management was to keep track of the working hours of the workers and to ensure their adequate remuneration.
But in recent times, the scope of human resource management has expanded to meet the needs. Human resource management is different from traditional personnel management.
Human resource management functions
A. Operative human resource management
Motivation is to motivate the workers to work to achieve the goals of the organization.
Any business organization has four objectives namely: increase sales and revenue, increase profit, increase market, and increase goodwill.
These objectives will not be realized if the workers and employees are not sincerely active.
One of the goals of human resource management is to discuss how workers can be employed according to the objectives of the organization.
Abraham Maslow says people have a lot of needs. When all these needs are met, people are motivated to work.
He has divided all human needs into 5 categories. He says these five types of demand are effective in a certain order. First, biological needs are active.
So the first step in motivation would be to meet all these biological needs. These are food, shelter, and modest clothing. Subsequent sexual gratification was included at this stage.
The second level of demand is the demand for security. Once the biological needs are met, the security needs to become active.
Biological needs and security needs – After these two levels, the social needs, the demands for dignity, and the demands for self-sufficiency are gradually activated.
(ii) Training and Development
Training is the most popular and effective tool for human resource development. If they want to make maximum use of human resources in organizational work, they should not only have skills and competencies but also look at how they can use those skills and competencies in the organization Management has a lot to do with the selection and deployment of human resources.
In this case, training alone can play a role in the formation or development of suitable human resources by removing the limitations of selection and employment.
Also, the faster the technology changes, the greater the need for retraining of old staff. Therefore, training is equally applicable to all employees in the new generation.
(iii) Human Resource Collection
According to the structure of the organization, the process of attracting potential candidates to meet the needs of the employees in the organization is called human resource mobilization.
In every organization, there are vacancies for various reasons.
The process of motivating the interested candidates to apply for these vacancies is called Human Resource Collection.
In the context of the above discussion, it can be said that the process of finding the required number of qualified and skilled candidates in the created or vacant posts of the organization and attracting and motivating them to get the job is called human resource collection.
(iv) Health and safety regulations of employee
Every employer should mandatory follow the health and safety regulations laid out by the authorities.
As per laws insist every employer to provide whatever training, supplies, PPE, and essential information to ensure the safety and health of the employees.
To Integrating the employee health and safety regulations with company procedures or culture is the right way to ensure the safety of the employees.
Making these safety regulations part of an organization activity is one of the important functions of human Resource Management.
B. Strategic Human Resource Management
Strategic human resource management or strategic human resource management is a new concept whose goal is to acquire, develop and manage human resources according to the business strategy of the organization.
The position of theorists on strategic human resource management is not yet clear. Strategic human resource management claims that business strategy and human resource management are intertwined.
(i) Planning to reach a goal
Planning is the determination of anything to achieve must take some action.
It involves scanning the external and internal environment of an organization, setting up goals and objectives, preparing an action plan to achieve these objectives/goals, laying down policies and procedures, formulating standards of evaluation, and allocating resources.
It requires anticipation, forecasting, predictions, and so on. Thus, planning is a deliberate and conscious effort to utilize the resources to achieve the given ends.
Planning is a link between the present and the future and is a continuous and never-ending process for an organization.
The goals set up under planning for – (1) short term and (2) long term.
All planning should be flexible and easy to understand so that necessary adjustments could be made as and when needed.
Thus, planning provides the basis for effective and most economical action for future growth.
It leads to integrated action and reduces considerably the probability of an unanticipated crisis.
It also leads to the use of effective and efficient methods and helps in fulfill the desired goals of the enterprise through better control and coordination.
So far as an HR manager is concerned, he/she is required to determine in advance a Human Resources programmer that will contribute towards the achievement of goals specified for an organization.
It also involves the planning of manpower requirements and related issues. Obviously, it is necessary that the Human Resource manager should be an expert in the field of Human Resource Planning.
(ii) Organize the planning
After plans have been developed and the course of action determined, organize is next in order.
It involves the establishment of an organized structure through determination and grouping of the activities, the assignment of activities to the specified individuals and departments, defining their role, establishing relationships, the delegation of higher authority to carry out the responsibilities, and provision of coordination of men and work.
So far as an HR manager is concerned, in order to execute the HR plans and programmers, he/ she also has to form and organize relationships among – (1) various job vacancy, (2) various personnel, (3) jobs and men (4) men and machinery, (5) a specialized unit and the rest of organizing (6) and other physical factors.
The relationships among employee and employer, it will leave practically no scope for any sort of confusion and thus lead to smooth sailing of the organization towards the specified goals.
Staffing is a process of manning an organization and keeping it manned. It needs to mention that the future of any enterprise is governed by the quality of the hired personnel.
In case the enterprise has failed to get the right man for the right job, the accomplishment of the objectives of the enterprise will be quite difficult.
So far as an Human Resource manager is concerned, he/ she is required to recruit, select, train, place, compensate, promote and retire the personnel of the organization at the appropriate time in a manner most conducive for accomplishing the objectives of an organization. The Human Resource department itself is all about staffing.
(iv) Directing towards plan
Having a plan and an organization to execute it, the next step is getting the work done. As the process of management is concerned with getting work done through and with people, they require proper motivation and direction.
The management is required to lead, guide, motivate, supervise, communicate and inspire them towards improved performance for an origination.
An HR manager is also expected to do all these things in getting people to go to work and effectively.
Although all human managers must necessary direct their subordinates, the HR manager should possess exceptional expertise in this regard.
What is the human resource management function and how many types of it is the whole information is embodied by this article. Hrm is very useful for its business and employees.
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