AN OVERVIEW OF HUMAN RESOURCE MANAGEMENT

 

·         WHAT IS HUMAN RESOURCE MANAGEMENT?

Human Resource Management (HRM) is a business operation that aims to maximize employee performance in order to satisfy the organization's strategic goals and objectives. HRM is more specifically concerned with the management of people within organizations, with an emphasis on policies and systems.

In a nutshell, human resource management (HRM) is the process of hiring and selecting personnel, providing suitable orientation and induction, delivering proper training, and developing skills. (Tutorials point, 2023) 

·       EVOLUTION STAGES OF HRM

Human Resource Management (HRM) has come a long way during past centuries with different stages and has developed with many value additions. HRM is a relatively recent term for managing employees in any firm. It is still evolving and will continue to evolve in order to stay up with a changing world. (Pocket HRMS, 2023)

Followings are the evolution stages of HRM,

(Image Source: Huge Reference Manual, 2023)

HUMAN RESOURCE MANAGEMENT ERA (1980 ONWARDS)

When the cottage system was replaced by the factory system, a large number of people began working in factories. Then there was the requirement for hiring, training, and monitoring employees. With this objective in mind, most large firms established an industrial relations department.

As conflicts emerged among supervisory staff, the scope of the industrial relations department expanded over time. It was afterwards called the Personnel Department.

With increased competitiveness in the business sector, competition for talent, skills, abilities, and expertise reached new heights, reflecting the necessity for a solid human management team. Further, the manpower was considered as socio-psychological beings for the achievement of organizational goals, not as physiological beings. It transformed the personnel department and puts light on the Human Resource Department. (Huge Reference Manual, 2023)

DIFFERENCE BETWEEN PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

 The major difference between Personnel Management and Human Resource Management is in their scope and orientation. While the scope of personnel management is limited and has an inverted perspective in which workers are considered as tools. Workers' behavior can be managed according to the organization's core expectations, and they are replaced when they wear out.

On the other hand, human resource management has a wider scope than the personnel management and consider employees as the asset to the organization. It encourages mutuality in terms of goals, accountability, and reward, all of which contribute to improved economic performance and high levels of human resource development.

Personnel Management (PM) handled employee staffing and payroll in the early centuries, when Human Resource Management (HRM) was not widely used. It is commonly referred to as Traditional Personnel Management. Human Resource Management has arisen as a supplement to traditional personnel management.( Surbhi S,2022)

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      PERSONNEL MANAGEMENT VS. HUMAN RESOURCE MANAGEMENT

KEY FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

(Image Source: factoHR, 2023)

1. Organization Structure

It is critical to define and implement organizational structure in order to achieve organizational goals. HRM must link the organizational structure with the business functions and their delivery targets. Inadequate organizational structure can lead to low staff morale, which can affect performance and sabotage organizational outcomes. A well-defined organizational structure finally will lead to a well-functioning organization.

2. Staffing

This critical goal is directly related to the previous one. Finding the correct resource for a role is critical for corporate success. Before publishing job advertisements, shortlisting candidates, and scheduling interviews, HRM must first understand the role and write a thorough job description in collaboration with the recruiting managers. Another critical component of hiring is carefully presenting the organization's culture, whether in terms of diversity, flexibility, or even social concerns. The young workforce appears to be selecting their employers based on these factors.

3. Career Path

Another essential goal of HRMs is to define the available career paths within the organization in collaboration with the business leadership team. The defined career paths need to be current and relevant. Well-defined career paths enable employees to match their goals with opportunities visible within the firm.

4. Learning and Development

Another primary role of the HRM is to facilitate towards the learning and development of employees which leads to achieve their chosen career goals. When a business has developed a pool of talent, succession planning inside the organization becomes simple. This will also support the organization's goal of retaining talent. This entails staying current on industry developments so that necessary training can be arranged before it becomes an emergency.

5. Performance Management

HRM is also responsible for providing a performance appraisal structure to ensure meritocracy within the firm. Human resource management is in charge of all four main stages of performance management. Which are planning, monitoring ,reviewing and rewarding. The entire performance management process must be fair, accurate, and efficient, and it must serve as a foundation for improving performance.

6. Policy Governance

A fundamental goal of HRM is to ensure that the organization always acts within the confines of moral, ethical, and local laws that apply. It must define, convey (through training if necessary), update, and make available the company's rules, policies, and regulations. HRM must also oversee policy compliance and assist investigations and disciplinary actions for any alleged violations by employees.

7. Benefits and Compensation

Another essential goal is to effectively use available financial resources to hire talent and retain outstanding achievers. HRM communicates industry trends on pay scales for various talents and experiences appropriate and relevant to the firm to recruiting managers.

8. Rewards and Recognition

Recognizing and rewarding employee performance on time goes a long way toward creating a happy workplace climate, which is another vital function.

9. Health, Safety and Overall Well-being of Employees

A healthy workforce results to a less downtime, quality outcomes and high satisfaction levels. With the assistance of the HR department, organizations are focused on giving the necessary assistance and support to overcome any issue or difficulties arise on above factors.

10. Exit Management

Ensuring a smooth exit process that produces a great experience for departing employees is critical for future engagements and goodwill, and it is an important obligation of HRM

 (factoHR, 2023)

KEY CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT

(Image Source: SlideServe, 2023)

 THE ROLE OF  A HUMAN RESOURCE MANAGER

A human resources (HR) manager is someone who oversee a company's or business' s administrative and organizational functions. The manager is usually in charge of the human resources department, and they serve as a vital link between management and employees. 

Human resource managers work in almost every industry. A HR manager is often required as long as a firm has employees to oversee hiring, training, and the organization and development of the company culture. (Coursera, 2022)

         Depending on the sort of business and industry you work for, you will normally execute a            wide range of activities as a human resources manager. Some of the most typical                        responsibilities of a human resources manager are,

          ·         Recruiting, interviewing, and hiring new staff

          ·         Supervising disputes and overseeing disciplinary procedures

          ·         Handling employee relations

          ·         Ensuring safety and health on the job

          ·         Managing employee benefit and compensation programs

The role of a human resources manager is heavily influenced by the size of the organization. In certain smaller businesses, you may be an HR generalist, handling all aspects of human resources. In some companies, the human resources department may have more than one HR manager, each with their specific area of expertise.

 

WHAT IS STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic human resource management, sometimes known as "people strategy," is the process of developing a well-planned framework for hiring, managing, and developing individuals in ways that serve an organization's long-term goals. It contributes to ensuring that the many parts of people management collaborate to drive the behavior and climate required to create value and accomplish performance goals. It prioritizes long-term personnel issues, such as allocating resources to future requirements, as well as large-scale concerns about structure, quality, culture, values, and commitment.(Gifford.J, 2021).

HUMAN RESOURCE MANAGEMENT VS. STRATEGIC HUMAN RESOURCE MANAGEMENT

(Image Source: Smartsheet Contributor, Weller J, 2021)

CONCLUSION

The Human Resource Management is playing a significant role when it comes to achieving common organizational goals. It has been coming through different evolution stages and the above article discuss the latest initiatives of the HRM process.

Practicing key HRM functions mentioned in the articles leads to a successful HR management. The job role of a HR Manager and also vital in current context and it is evident that there are certain duties and responsibilities which is to be completed by a HR Manager to continue with a successful HRM process.

People management, Human Resource Management and Strategic HRM are three different concepts which are related to each other and keep evolving time to time with new values.

REFERENCES

Coursera(2022)What is a Human Resources Manager | Your 2023 Guide[Online].Available at https://www.coursera.org/articles/human-resources-manager Accessed on 05th April 2023.

factoHR(2023) Objectives of HRM[Online].Available at https://factohr.com/objectives-of-hrm/ Accessed on 05^th April 2023.

Gifford.J(2021) The Chartered Institute of Personnel and Development.Stragetic Human Resource Management[Online].Available at https://www.cipd.co.uk/knowledge/strategy/hr/strategic-hrm-factsheet#gref Accessed on 05^th April 2023.

Huge Reference Manual(2023)Evolution and History of Human Resource Management[Online].Available at https://101hrm.com/evolution-of-human-resource-management/ Accessed on 05^th April 2023

iedunote (2023) Strategic Human Resource Management (SHRM)[Online].Available at https://www.iedunote.com/strategic-human-resource-management Accessed on 05th April 2023.

Pocket HRMS.(2023)The Evolution of HRM(Human Resource Management)[Online].Available at https://www.pockethrms.com/blog/the-evolution-of-hrm-human-resource-management/ Accessed on 05^th April 2023.

Surbhi S(2022)Key Differences.Difference Between Personnel Management and Human Resource Management[Online].Available at https://keydifferences.com/difference-between-personnel-management-and-human-resource-management.html#Definition Accessed on 05^th April 2023.

Tutorials point.(2023)Learn Human Resource Management[online].Available at https://www.tutorialspoint.com/human_resource_management/human_resource_management_introduction.htm# Accessed on 05^th April 2023.