Human Resource Management: Objectives and its Major Functions
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HR Management |
Human Resources Management is the part of
organization that is concerned with the ‘people’ dimension. It is a part of
general Management that deals with the human aspect. It is a process of
acquisition, development, motivation and maintenance of human resources of an
organization.
The field of HRM
involves Planning, Organizing, Directing and Controlling various operative
functions of procuring, developing, maintaining and utilizing a work force in
order that-a. The objective for which
the organization established are attained as efficiently and economically as
possible; b. the objective of all
levels of Human resources are served to the highest degree; c. the objective of the
community are duly considered and served.HRM can be defined as the acquisition,
retention and development of people in order to meet organizational objectives.
Objectives of HRM:
-To attract good people
-To develop efficiency and skills of emplyee
-To ensure effective performance of employee
-To change the behavior of employee
-To increase job satisfaction
- For proper/ optimize use of Human Resources
- Coordination among different sections of the organization
-To develop working condition in the organization
-It tries to raise the morale of the employee
-To develop of the sense of mutual respect and trust between management and employees through sound professional relations.
Major Functions of HRM
1. Job analysis: Job analysis is the process of describing the operations, duties
and responsibilities of the job. In order to recruit right persons it is
necessary to determine in advance a standard of personnel with which interested
candidate can be compared. This standard must establish the minimum acceptable
qualities necessary for the accomplishment of tasks.
2. Recruitment and Selection: The success of an organization depends upon the team of efficient
employees who are chosen out of a number of applicants for the job. Recruitment is a
very first step in the employment process, which aim at obtaining and
maintaining an efficient staff as a means of achieving project/ program/
organizational targets.
3. Training and development: To perform the job
perfectly, employees provided training (on the job or off the job). To increase the
knowledge, skills, abilities and aptitude of employees to perform the
competitive tasks an organization needs to plans systematically for the
training program.
4. Performance Management: Performance
Management is the process set by organization to ensure all employees are
aware of the level of performance expected of them in that role, as
well as any individual objectives they will need to achieve to achieve overall
organizational objectives.
- Performance
Planning (includes employee goal setting / objective setting)
- Ongoing Performance
Communication
- Data Gathering, Observation
and Documentation
- Performance Appraisal Meetings
- Performance Diagnosis and
Coaching.
5. Compensation Management: Compensation
provided to employees can direct in the form of monetary benefits and/or
indirect in the form of non-monetary benefits. Compensation may be direct or
Indirect.
6. Maintenance of
Human Resources: It includes Compensation, Designing and Administering
the Wage and Salary Structure, Grievance Procedure
and Handling.
7. Personal well-being: HR has a function in assisting and taking care of
employees when they run into personal problems. Personal well-being is about supporting employees when things don’t go as planned.
Problems in the workplace and outside can negatively impact employee
performance, engagement, and productivity. This, in turn, harms a company’s
bottom line. Good personal
well-being led by your HR department must work at the level of one-on-one
communication with employees, and communication across teams, and companies.
For example, a company may offer an employee assistance program by which anyone
with mental health issues, can access counseling. On an organization-wide
level, the company could hold a mental health awareness day.
8. Administrative responsibilities: The
final function of HR is its administrative responsibility. These include
personnel procedures and Human Resource Information Systems. Personnel
procedures involve the handling of promotions, re-locations, discipline,
performance improvement, illness, regulations, cultural and racial diversity,
unwanted intimacies, bullying, and so on. For
each of these situations, policies and procedures need to be developed and
followed to successfully comply with the requests, or overcome these challenges.