Definition Significance And Scope Of Human Resource Management Pdf

definition significance and scope of human resource management pdf

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Human resource management HRM , the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization.

Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage!

Scope of HRM

Everything you need to know about the scope of HRM. The organizational objectives can be best attained by acquiring human resource, develop their skills, motivate them for high performance and ensure that they continue to maintain their commitment and loyalty towards the high performance.

The scope of HRM is very vast. It covers all the activities in the working life of an employee. The scope of HRM is comparatively wider with enhanced vision so far as the following fields are concerned Job Analysis 3.

Job Evaluation 4. Recruitment and Selection 5. Performance Appraisal 6. Training and Development. Employee Compensation 8. Employee Motivation 9. Employee Welfare Industrial Relation Organisational Development Career Development. Job Design Performance Management Systems Employee Assistance Labour Relations Succession Planning Quality of Working Life Personnel Welfare.

They not only help in determining the rules of the organization but also play a powerful role in interpreting and applying the rules of the system itself. They are expected to enjoy the confidence of both management and employees, which is crucial for effective and efficient operations of the business organization.

The focus of HRM is on people at work. It is indeed a wide area and covers a broad spectrum of activities. A manager, whether he is in charge of production or a marketing function deals with human beings and gets his job done through and with people. This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration, incentives, productivity, etc.

This covers union-management relations; join consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. The different activities that come within the scope of human resource management are discussed below:. It is the first step of human resource management. HRP is a process through which the company makes an assessment of the present manpower-the number of people employed, number of post vacant, whether there is excess or shortage of staff and prepares plans and policies to deal with them accordingly.

It also estimates the future man power requirement. An important task of HRM is job analysis. It provides the basis for recruitment, training and development of staff.

Job analysis provides a detailed picture of the nature of job, the skill and abilities required to perform the job, the duties and responsibilities of the worker required for the job. This helps in the process of recruitment and selection, to appoint the appropriate person for the job and also facilitates arranging training and development programme for the employees to match their skill and abilities with the job requirement.

It forms the basis of wage and salary determination. Different jobs are compared and evaluated to determine the relative importance of different jobs within the organization. The jobs are compared, graded and ranked. Job evaluation determines how much pay to be affixed to the particular job on the basis of their importance in the organisation functioning. This helps to determine a fair wage and salary and to determine a rational pay structure.

The company on the basis of human resource planning and job analysis identifies the requirement of personnel and explores different internal and external sources from where manpower can be acquired.

This process is called recruitment. The right person is selected and put to work. The selection process involves steps like receiving applications, tests, interviews, medical examination and final selection.

Right selection and placement provides employee satisfaction which improves their productivity and efficiency and benefits the organization. It is a systematic method of evaluating the performance of employees. This helps to assess the efficiency, strength and weakness of the employees.

It helps the management in their decision-making relating to promotion, pay hike that may be rewarded if the employee meets standard or outperforms the standard.

It also helps the management to decide about the training and development needs for employees, who needs up gradation and development of skill.

Human resource management is concerned with arrangement of training and development programme for the newly appointed staff as well as for existing employees. This helps to enhance the qualitative and quantitative performance of the work force.

Training helps the employees to cope up with the changing technological and other internal and external work situations. Training and development make employees excel in their present post as well as make them competent for future higher job responsibilities.

Human resource management performs the function of determining the pay structure for different employees on the basis of qualification, efficiency, experience, nature of the job. It also determines rewards and incentives to be paid for their contribution towards the organisation. Motivation of employees is essential for retention and sustenance of employees within the organisation. Motivation plays an important role in management of personnel.

It helps to improve productivity of personnel. There are different ways by which employees may be encouraged. Recognition and reward for performance, promotion, pay-hike, and other monetary and non-monetary rewards motivate the employees. Human resource management focuses on the welfare of employees by providing canteen facilities, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, medical care, sickness benefits, recreation facilities. It aims at improving the quality of work life by providing a better environment worth working, job security, flexible working hours, eliminating workplace hazards, which will have a positive impact on the productivity and quality of work.

Along with monetary benefits provided to employees these non-monetary benefits improves the morale of the employees and motivates them. Human resource management considers establishment and maintenance of harmonious and cordial relation between employer and employees. This is achieved through careful interactions with labour or employee unions, addressing their grievances and settling the disputes effectively through negotiation, joint consultation, collective bargaining, in order to maintain peace and harmony in the organization.

The spectrum of human resource management can be studied under three aspects discussed below:. In order to contribute to the organisational objectives, human resource management undertakes a range of personnel activities which include:.

The employees must be given sufficient wages and fringe benefits to achieve higher standard of living and to motivate them to show higher productivity. The above areas have been termed spokes of the wheel. Each area contributes to the human resource outputs — 1 quality of work life, 2 productivity, and 3 readiness for change.

As a matter of fact, these are the three fundamental objectives which every manager must keep in mind while managing the human resources. It involves implementing policies and procedures that make the work more rewarding for the employee. These include autonomy, recognition, belonging, development, external rewards, etc. Productivity relates to the quantity or volume of the product or service that an organisation produces. It is the amount of work that is being done in the organisation in terms of how much and how well.

Higher productivity is what makes an organisation thrive. Accordingly, productivity improvement programs are becoming more popular with organisations. Change is a law of life in both our private and work lives. At the work place, we must be aware that changes will occur. The change might be subtle, such as getting a new boss.

Or it might be a major endeavour, such as an organisation installing a computer system for the first time for automating manual operations. Change rarely comes easily; in some cases, it is resisted because of some fears. To reduce the fears associated with change, training can also play a big role. In fact, it is training that can make people ready for change and provide a competitive advantage to the organisation operating in a global environment. The scope of HRM is very broad.

It is always being enriched by the addition of innovative things. Personnel aspect is concerned with human resource planning, job analysis, recruitment, selection, placement, induction, training and development, lay-off, retrenchment, compensation, incentives, morale and productivity, etc. These are all intramural welfare facilities provided within the premises of the organization. Welfare aspect is also concerned with extra mural welfare facilities such as transportation, medical assistance, education, safety, and recreation facilities.

Industrial relations aspect focuses on union management relations, joint consultation, collective bargaining, grievances, and dispute settlement mechanisms for example conciliation, arbitration and adjudication labour court, industrial tribunal and the national tribunal.

The activities that come under the purview of HRM are:. Human Resource Planning — This element involves determining the organisations human resource needs, strategies, and philosophies.

It involves analysis of the internal and external factors like skills needed, number of vacancies, trends in the labour market etc. Recruitment and Selection — Recruitment is concerned with the developing the pool of candidates in the line with the human resources plan. Selection is the process of matching people and their career needs and capabilities with the jobs and career paths. It ends with the ultimate hiring of the candidate.

Human Resource Management (HRM) Nature, Scope, Objective

Human resource management HRM is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Dale Yoder defines Human Resource Management as that part of the phase of management dealing effectively with control and use of manpower as distinguished from other sources of power. According to F. Brech , Human Resource Management is that part of management progress which is primarily concerned with the human constituents of an organization. According to Leon C. What is HRM Nature?

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In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives usually a labor union. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially but dominated by transactional company work such. Acc to P. Subba Rao HRM is managing planning, organizing, directing and controlling the functions of employing, developing and compensating HR in creating and developing HR and utilisation of human resources with a view to contribute to organizational, individual and social goals. It is concerned with the development of human resources i. HRM covers all levels unskilled, skilled, technical, professional, clerical and managerial of employees.


Human resource management entails advising, implementing and organising change, which are identified as the three important requisites of sound HRM practice.


Human Resource Management: Meaning, Objectives, Scope and Functions

In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J. According to Leon C.

HR has a number of important functions in the organization. These include recruitment, performance management, learning and development, and many more. In this article, we will explain the 12 key functions of HR. But first, a definition.

Everything you need to know about the scope of HRM. The organizational objectives can be best attained by acquiring human resource, develop their skills, motivate them for high performance and ensure that they continue to maintain their commitment and loyalty towards the high performance. The scope of HRM is very vast. It covers all the activities in the working life of an employee. The scope of HRM is comparatively wider with enhanced vision so far as the following fields are concerned

1. HRM-Nature,Need,Scope & Significance

In a broad definition, a human resource management system, or HRMS, encompasses the highest level of human resource management activities. It is a program of multiple human resource policies that are internally consistent in relation to a human resource objective.

Edited by Peter Boxall, John Purcell, and Patrick M. Wright

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Scope of Human Resource Management

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