Full Human Resource management notes unit 2 HRM policies and strategies
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Module
Human Resource management
Institution
Full notes available on human resource management unit 2:-
Includes:-
Policies and strategies, introduction, role of HR in strategic management, hr policies and procedures, developing hr policies and strategies, international HRM, domestic HRM comparison, differences, shrm
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
UNIT - 1
Human Resource Management is a relatively new approach to managing human beings in any
organisation. Human beings are considered as the key resource in this approach. Since an organisation is
a body of people, their acquisition, development of skills, motivation for higher levels of attainments, as
well as ensuring maintenance of their level of commitment are all significant activities. All these
activities fall in the domain of Human Resource Management.
Human Resource Management is a process, which consists of four main activities, namely, acquisition,
development, motivation, and maintenance of human resources.
Scott, Clothier and Spriegel have defined Human Resource Management as that branch of management
which is responsible on a staff basis for concentrating on those aspects of operations which are primarily
concerned with the relationship of management to employees and employees to employees and with the
development of the individual and the group.
Human Resource Management is responsible for maintaining good human relations in the organisation.
It is also concerned with development of individuals and achieving integration of goals of the
organisation and those of the individuals.
FEATURES OF HRM
The features of human resource management can be highlighted as follows:
1. It is an inherent part of management: Human resource management is inherent in the process of
management. This function is performed by all the managers throughout the organisation rather that
by the personnel department only. If a manager is to get the best of his people, he must undertake the
basic responsibility of selecting people who will work under him.
2. It is a pervasive function: Human Resource Management is a pervasive function of management. It
is performed by all managers at various levels in the organisation. It is not a responsibility that a
manager can leave completely to someone else. However, he may secure advice and help in managing
people from experts who have special competence in personnel management and industrial relations.
Human Resource Management 1
, 3. It is basic to all functional areas: Human Resource Management permeates all the functional area
of management such as production management, financial management, and marketing
management. That is every manager from top to bottom, working in any department has to perform
the personnel functions.
4. It is people centered: Human Resource Management is people centered and is relevant in all types
of organisations. It is concerned with all categories of personnel from top to the bottom of the
organisation. The broad classification of personnel in an industrial enterprise may be as follows: (i)
Blue-collar workers (i.e. those working on machines and engaged in loading, unloading etc.) and
white-collar workers (i.e. clerical employees), (ii) Managerial and non- managerial personnel, (iii)
Professionals (such as Chartered Accountant, Company Secretary, Lawyer, etc.) and non-
professional personnel.
5. It involves Personnel Activities or Functions: Human Resource Management involves several
functions concerned with the management of people at work. It includes manpower planning,
employment, placement, training, appraisal and compensation of employees. For the performance
of these activities efficiently, a separate department known as Personnel Department is created in
most of the organisations.
6. It is a continuous process: Human Resource Management is not a “one shot” function. It must
be performed continuously if the organisational objectives are to be achieved smoothly.
7. It is based on Human Relations: Human Resource Management is concerned with the motivation
of human resources in the organisation. The human beings can‘t be dealt with like physical factors
of production. Every person has different needs, perceptions and expectations. The managers
should give due attention to these factors. They require human relations skills to deal with the
people at work. Human relations skills are also required in training performance appraisal, transfer
and promotion of subordinates
Objectives of HRM
The primary objective of HRM is to ensure the availability of competent and willing workforce to an
organization. The specific objectives include the following:
1) Human capital: assisting the organization in obtaining the right number and types of employees to
fulfil its strategic and operational goals.
2) Developing organizational climate: helping to create a climate in which employees are encouraged
to develop and utilize their skills to the fullest and to employ the skills and abilities of the workforce
efficiently
3) Helping to maintain performance standards and increase productivity through effective job design;
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, providing adequate orientation, training and development; providing performance-related feedback;
and ensuring effective two-way communication.
4) Helping to establish and maintain a harmonious employer/employee relationship
5) Helping to create and maintain a safe and healthy work environment
6) Developing programs to meet the economic, psychological, and social needs of the employees and
helping the organization to retain the productive employees
7) Ensuring that the organization is in compliance with provincial/territorial and federal laws affecting
the workplace (such as human rights, employment equity, occupational health and safety, employment
standards, and labour relations legislation) to help the organization to reach its goals.
8) To provide organization with well-trained and well-motivated employees
9) To increase the employees satisfaction and self-actualization
10) To develop and maintain the quality of work life
11) To communicate HR policies to all employees.
12) To help maintain ethical polices and behaviour.
The above stated HRM objectives can be summarized under four specific objectives:
1) Societal Objectives: seek to ensure that the organization becomes socially responsible to the needs
and challenges of the society while minimizing the negative impact of such demands upon the
organization. The failure of the organizations to use their resources for the society’s benefit in ethical
ways may lead to restriction.
2) Organizational Objectives: it recognizes the role of HRM in bringing about organizational
effectiveness. It makes sure that HRM is not a standalone department, but rather a means to assist the
organization with its primary objectives. The HR department exists to serve the rest of the organization.
3) Functional Objectives: is to maintain the department’s contribution at a level appropriate to the
organization’s needs. Human resources are to be adjusted to suit the organization’s demands. The
department’s value should not become too expensive at the cost of the organization it serves.
4) Personnel Objectives: it is to assist employees in achieving their personal goals, at least as far as
these goals enhance the individual’s contribution to the organization. Personal objectives of employees
must be met if they are to be maintained, retained and motivated. Otherwise employee performance
and satisfaction may decline giving rise to employee turnover.
Importance of HRM
Human Resource Management 3
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