Essay on Human Resource Management!
Human resource management is a separate and specialised function which all managers need to perform.
It is that branch of management which is concerned with the recruitment, selection, development and the best use of employees. Thus, human resource management ensures that every employee makes his maximum contribution to the achievement of organizational goals.
The human resource management that we find today is the result of a number of significant inter-related developments since the era of industrial revolution.
With the emergence of trade union movements, need for a person who could act as an important link between management and workers was strongly felt. Such a role was initially performed by Labour Welfare Officer confined only to the welfare activities of the employees.
With the passage of time, factory system was introduced. Thousands of persons were employed under one roof. The need for employing more and more employees had arisen. And the role for filling and giving people for the organisation was given to a person known as ‘Personnel Officer’. His main function was to recruit, select and place the employees.
As time went by, fast changing technological development necessitated new skill development and training to existing and new employees. Human relations approach recognized people as the most valuable source in any organisation.
The traditional concept of Labour welfare and Personnel Management had to be replaced with Human Resource Management. Presently, all these aspects viz recruitment, selection, placement and labour welfare etc. are concern of Human Resource Management.
Keeping the foregoing in view, it can be concluded that human resource management has replaced the traditional concept of Labour Welfare and Personnel Management.
The main functions performed by Human Resource Management are:
(i) Determining the number & types of employees required.
(ii) Recruitment, selection & placement of employees.
(iii) Providing training to the employees for improving their performance & career growth.
(iv) Performance appraisals
(v) Motivating the employees by providing both financial & non financial incentives.
(vi) Ensuring social security for employees & handling their grievances.
(vii) Defending enterprises from legal complications
(viii)Establishing amicable relations between union & management.
In any enterprise all managerial functions are performed by individuals. No enterprise can function and achieve its objectives in the absence of efficient and competent employees.
Committed, honest, determined and loyal employees are required not only for the growth but also for the survival of organisation. Therefore, human resource is considered as the most valuable resource of an enterprise.
After deciding what is to be done and how it is to be done through planning and deciding the organisation structure, the human requirement of the organisation is assessed.
Staffing function starts with the process of need assessment and goes on to recruit and select people as per the requirement of organisation.
Staffing is also considered as a distinct functional area of management just as marketing management and financial management. Further, success of employees depends upon the quality and stability of the jobs for which they are appointed. Ensuring same is an important role played by the human resource department.
Therefore, staffing is referred to as both viz “a line as well as a staff activity” i.e. an essential function of the management as well as a distinct functional area of management.
The Importance of Human Resource Management Essay
1439 Words6 Pages
Armstrong (2006) defined Human Resource Management as a strategic deployment of an organisation's most valued assets; the people working there, who individually and collectively contribute to the achievements and the objectives of the business. Links between HRM and performance are predominantly focused on the following practices: sophisticated selection and recruitment methods, training, teamwork, performance-related pay and employment security (Wall, Wood, 2005). Products can be copied, methods of production can be changed and optimized, companies can move from one continent to the next trying to exploit geographical advantages however, the one inescapable truth is that a strong, talented workforce still exists as the most valuable asset…show more content…
Perry-Smith and Blum (2000) suggest that ‘bundles’ of HR practices capture ‘broader and higher-level effects’ than those captured by focusing on more exact, individual policies and are particularly appropriate for investigating firm-level effects (Cassoni and Labadie, 2013).
One of the most significant and valuable aspects of HRM is its control of the recruitment and selection of candidates. Human Resources is at the forefront of determining what kind of candidates an organisation wishes to add to its workforce, hence they are impacting organizational performance before people even step through the door. By developing recruitment strategies HR managers seek to attract the finest possible pool of applicants, encompassing the best, most talented individuals as a result of a carefully selected recruitment strategy, utilizing the concepts of person job fit (PJF) and person organization fit (POF). By hiring and selecting more talented people HRM maximizes the potential of the workforce and by association influences organizational performance. The more thorough and complex the recruitment process the higher quality the candidates. In a study of 259 Indian enterprises investigating the level at which recruitment and selection practices integrate with business strategies and its effect on organisational performance, it was found that the majority of Indian enterprises who had a high level of recruitment and