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HRM - Human Resource Management Definition Meaning:

HRM - Human Resource Management more commonly known as HR has been defined in many different ways but at the heart of every definition is the human capital - the employee. A simple definition of HRM is an efficient management of people in an organization or a company such that they can contribute to the business gain of a company/organisation.  HRM systems and policies are designed to maximize employee performance to achieve strategic objectives.

Human Resource Management meaning can be defined as planning, organizing, directing, controlling, compensation, development, integration, maintenance etc. of the human resources in order to achieve organizational, social and individual objectives.

Some of the most basic roles of HRM are - recruitment strategies, recruitment, training, motivation, leave policies, other workplace policies, employee-related legal compliances, organisational culture, monitoring, salary structure etc to name a few.

HRM - Human Resource Management Meaning, Nature & its Origin

HR has its origins in the industrial revolution, 18th century Europe. The Industrial Revolution got a large number of labourers who moved from farming into mills, factories and mines. A sudden increase in the workforce needed representation and organisation. This need facilitated the organisation of trade unions to represent the interests of the working people. Employers had to choose between agreeing to the demands of the unions at a cost to themselves or suffering the cost of lost production. The skilled workers had been considered to be the first to successfully get their conditions through this form of negotiations. Skilled workers were hard to replace and posed a potential threat of joining their competitors.

At the same time thinkers like Charles Babbage and Robert Owen emphasized that the well-being of the employees led to perfect work; without healthy workers, a firm would not survive; they believed the success of an organisation was greatly dependent on the people.  One of the oldest professional HR associations- CIPD (Chartered Institute of Personnel and Development) which was started in the year 1913 had starts in the England as the Welfare Workers' Association.  Year 1948 saw the formation of the American society for personnel Administration, this later became the largest professional HR organisation which isthe Society for Human Resource Management (SHRM).

Origin of HRM study has its origins in organisational psychology, organisational behaviour, organisational theory and industrial psychology. Cornell University (U.S.A.) in 1945 was the world's foremost institution of the higher education to focus on workplace studies at — The School of Industrial and Labour Relations.

Nature of Human Resource Management - HRM

Any and all organisations are fuelled by human beings even artificial intelligence is designed and programmed by human beings making HRM pervasive. Human resource management assumes that the people alone generate value and add to the competitive advantage of organizations making Human Resource Management a very important function in all organisations.

If a company has statutory compliance in the HR department, the employees feel assured that they will have a professional, and safe working environment. Statutory compliance with payroll and employment laws instil confidence in the employees and helps build a healthy work environment and increases employee retention. Employee retention is a very important role of HRM in today’s highly competitive environment.

Fundamentals of Human Resource Management - HRM

HRM’s fundamental responsibility is efficient management of employee lifecycle while catering to the development and achievement of organisational goals. Every process of the HRM must feed into larger organisational goal.

1-Recruitment is the process of finding and hiring candidates for a specific job role. The recruitment process from start to finish includes - creating an accurate job description, attracting the best candidates, screening to find the best fit, managing the expectations of both the employer and employee and finally successfully recruiting the best candidate.

2- Onboarding - Onboarding of a new employee is the process of integrating a new employee into the company and its culture.It's also the process of equipping them with the information and tools needed to become productive members of a team. The more accurate and efficient the on boarding process; the sooner a new employee will be able to constructively contribute to the organisation.    

3 - Training - Trainings are provided to the employees for updating their skills to equip them to perform with higher efficiency and skill to produce qualitatively superior work. Employee trainings are periodical and need-based. Trainings have very specific goals such as – improving proficiency, competence, scope of work productivity and performance efficiency. Training may be technical or domain-specific, they may also cater to other needs of an employee such as - motivation, time management, mentorships, team building, problem-solving etc.

4- Evaluation- Evaluation is one of the technical roles of HR and is done in different domains - evaluation of employee performance, market evaluation for new talent and skills also evaluating the needs of the organisation for more efficient functioning and higher productivity etc. Evaluation involves comparing various functions in terms of qualification of current employees and new employees, availability of workers, job relocation, office hours, current economic scenarios, job responsibility, and value addition of each job to the organization.

5-Administration - The administrative roles of human resource management include formulation and implementation of policies, maintenance of all employee records, HR systems, welfare activities, personnel procedure, payroll, legal compliance etc. Personnel procedures involve the handling of promotions, relocations, discipline and disciplinary action in cases of unwanted intimacies, bullying, and so on, performance improvement, regulations, cultural and racial diversity etc. For each of these situations to be resolved efficiently and justly, policies and procedures need to be developed and followed. Such situations have the potential of destroying organisation from within making the role of HRM very challenging and imperative.  

Conclusion:

Human Resource Management, human capital, talent management, personnel management, peoples operation, human capital management re some of the many terms used for HRM  the world over, but at the core of all these is the Human - the person and the persons entrusted to design, develop and  implement an organization's HRM policies  hold the key to the growth of the organisation and the employee. In a way HRM is like a mechanic - a thorough understanding of the working of the whole machine, find the right part, keep servicing the machine, know when and how to upgrade the machine, and most importantly see to it that all the parts move in sync.       



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