Notesale: Turn your study into money

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Course : TYB
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Each and every resource has a last point of
finish
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e
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, it may not have
a last point offinish
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Amongst all resources required for an
organization Human Resource is the most important
resource
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Appropriate human resources assure an
organization that the right number and kind of people
are available at the right time and place so that
organizational needs can be met
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In generic terms, Human Resource means,
“The total knowledge, skills, creative abilities, talents,
aptitudes, values, attitudes, approaches” in a personnel
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When these resources are
used in a way such that maximum benefits can be taken

out ofit, then it is called “Human Resource
Management”
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The purpose of human resource
management in an organization is to achieve maximum
individual development, favourable working atmosphere
and constructive relationship between employers and
employees; in other words effective utilization of Human
Resources
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In short, HRM aims at achieving organizational goals
meet the expectations of employees; develop the
knowledge, skills and abilities of employees, improve the
quality of working life and manage human resources in
an ethical and socially responsible manner
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To this end HR
managers have to understand the needs, aspirations of
employees proactively, face the challenges head on
resolve issues amicably in the years ahead
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It refers to the
qualitative and quantitative aspects of employees
working in an organization
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In simple sense, “Human
Resource Management means employing people,
developing their resources, utilizing, maintaining and
compensating their services in tune with the job and
organizational requirements with a view to contribute to
the goals of the organization, individual and society”
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Megginson, the term human
resources can be thought of as “the total knowledge,
skills, creative abilities, talents and aptitudes of an
organization’s workforce, as well as the values, attitudes
and beliefs of the individuals’ involved”1
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Evolution of HRM :

The early part of the century saw a concern for improved
efficiency through careful design of work
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Recent decades have focused on the
demand for technical personnel, responses to new
legislation and governmental regulations, increased
concern for the quality of working life, total quality
management and a renewed emphasis on productivity
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Nature/features of HRM :
In every phase of life, man learns new things and makes
use of those in his daily routines
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When
this change is well utilized by a person to coincide the
organizational and individual goal, it becomes an

effective human resources management
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It is
present in all enterprises
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, production management,
marketing management and financial management
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2) Action Oriented: HRM focuses attention on action,
rather than on record keeping, written procedures or
rules
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3) Individually Oriented: It tries to help employees
develop their potential fully
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Under HRM, every
employee is considered as an individual so as to provide
services and programmes to facilitate employees’
satisfaction and growth
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e
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4) People Oriented: HRM is all about people at work,
both as individual and groups
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The
resultant gains are used to reward people and motivate
them toward further improvements in productivity
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6) Development Oriented: HRM intends to develop the
full potential of employees
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Training is offered to
sharpen and improve their skills
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Every attempt is made to use their talents fully
in the service of organizational goals
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HRM is concerned with developing the potential of
employees, so that they derive maximum satisfaction
from their work and give their best efforts to the
organization
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In short, it tries to
integrate human assets in the best possible manner in
the service of an organization
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The
term ‘workforce’ signifies people working at various
levels, including workers, supervisors, middle and top
managers
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9) Auxiliary Service: HR departments exist to assist and
advise the line or operating managers to do their
personnel work more effectively
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HR managers do not manufacture or
sell goods but they do contribute to the success and
growth of an organization by advising the operating
departments on personnel matters
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This is a social process
involving responsibility for economic planning and
supervising activities of an enterprise keeping the
‘human factor’ in forefront of all activities
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Most functions are carried out as one

single activity of management
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Managerial Functions B
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A
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All these functions influence the operative
functions and also they are interdependent
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1) Planning: Planning is a hard job, for it involves the
ability to think, to predict, to analyze and to come to
decisions, to control the actions ofits personnel and to
cope with a complex, dynamic fluid environment
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According to Allen, “It
is a trap laid to capture the future”
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Thus, planning is future
oriented concerned with clearly charting out the desired
direction of business activities in future
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In the words of
Drucker, “The right organizational structure is the
necessary foundation, without it the best performance in
all other areas of management will be inefficient and
frustrated”
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3) Directing: Directing includes guiding, overseeing,
inspiring and influencing the subordinates to work in a
way that is beneficial to the enterprise as well as the
community
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So
direction is an important managerial function to build
sound industrial and human relations besides securing
employee contributions
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4) Controlling : Controlling is the process ofsetting
standards for performance, checking to see how actual
performance compares with these set standards, and
taking corrective actions as needed
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By check, analysis and review the personnel
department assists in realizing the personnel objectives
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Operative Functions: The operative functions of
personnel management are concerned with the activities
specially dealing with procuring, developing,
compensating, integrating and maintaining an efficient
workforce
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It varies from department to department
depending on the nature of the department
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1) Procurement: The first operative function of
personnel management is procurement
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It deals specifically with
such subjects as the determination of manpower
requirements, selection and placement, induction,
follow-up, transfers, lay-offs, discharge and separation
etc
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It is the process of improving,
moulding, changing and developing the skills,
knowledge, creative ability, aptitudes, attitude, values
and commitment based on present and future

requirements both at the individual’s and organization’s
level
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To frame a suitable compensation policy, management
has to take into consideration various factors, viz
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It also helps in building a suitable
salary and wage structure
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It aims at protecting and preserving the
physical and psychological health of employees through
various welfare measures
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5) Integration: HRM tries to integrate the management
and the workers to have mutual respect for each other
and bring in a new sense of industrial relations in the
enterprise for economic progress and industrial
harmony
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In

short, the key role of HRM function is to play a part in
the creation of an environment which enables people to
make the best use of their capabilities and to realize
their potential to the benefits of both the organization
and themselves
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Today HRM function is not only
more integrated but is holistic as well
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It is important to note that the managerial and
operative functions of HRM are performed in conjunction
with each other in an organization, be large or small
organizations
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The most important objective
of any organization would be to find out the right person
for the right job, so that the organizational goals are
achieved
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They are as follow:
1) Societal Objectives: To be ethically and socially
responsible to the needs, and challenges of the society,
while minimizing the negative impact of such demands
upon the organization
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2) Organizational Objectives'
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HRM
is not an end in itself; it is only a means to assist the
organization with its primary objectives
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A department’s level of service must be
appropriate for the organization it serves
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Personal objectives of employees must be

met, if workers are to be maintained, retained and
motivated
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Hence objectives in order to improve business
performance and develop organizational culture that
foster innovation and flexibility
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Objectives should be based on 3H’s i
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Heart,
Head & Hand
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Challenges of HR managers :



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