Scribd
Upload
66 views

Question: What Is Human Resource Management? Answer

Uploaded by

goyalpraveen20
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
66 views

Question: What Is Human Resource Management? Answer

Uploaded by

goyalpraveen20
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 3

Question: 

What Is Human Resource Management?


Answer:

Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to
people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training.

****************************
There is not a really big difference between Human Resource Management and Personnel
Management, in actual fact "Human Resources" have largely replaced the term "Personnel
Management". 

Human Resource Management is basically much broader in scope than Personnel Management.

Human Resource Management could be described in two ways.


Strategic and Proactive. The reason being that there strategies are
ongoing and they constantly work towards managing and developing
an organisations workforce. It can be seen as Proactive because of
their continuous development and functions to improve the
company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing
Position can play a part in Training and Development. They aim to have many different Managers in
various departments with the necessary skills to handle employee tasks at hand. 

Personnel Management can be described as reactive. The reason why I would say this is because of
the way they operate. An example of this would be that they respond to demands and concerns as
they are presented. 

Personnel Management could also be seen as a independent way of managing. It is a sole


responsibility of the organisation. 

Quoted: "When a difference between personnel management and human resources is


recognized, human resources is described as much broader in scope than personnel
management. Human resources is said to incorporate and develop personnel management
tasks, while seeking to create and develop teams of workers for the benefit of the
organization. A primary goal of human resources is to enable employees to work to a
maximum level of efficiency.
Personnel management can include administrative tasks that are both traditional and
routine. It can be described as reactive, providing a response to demands and concerns as
they are presented. By contrast, human resources involves ongoing strategies to manage
and develop an organization's workforce. It is proactive, as it involves the continuous
development of functions and policies for the purposes of improving a company's workforce.

Personnel management is often considered an independent function of an organization.


Human resource management, on the other hand, tends to be an integral part of overall
company function. Personnel management is typically the sole responsibility of an
organization's personnel department. With human resources, all of an organization's
managers are often involved in some manner, and a chief goal may be to have managers of
various departments develop the skills necessary to handle personnel-related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate


employees with such things as compensation, bonuses, rewards, and the simplification of
work responsibilities. From the personnel management point of view, employee satisfaction
provides the motivation necessary to improve job performance. The opposite is true of
human resources. Human resource management holds that improved performance leads to
employee satisfaction. With human resources, work groups, effective strategies for meeting
challenges, and job creativity are seen as the primary motivators.

rganizational Psychology holds that successful organizations do not owe their success solely to market
realities and sustainable competitive advantages.  Actually, there is a lot more.  Successful companies
are those that consider their human capital as their most important asset.  Facts and figures are the
quantitative elements of successful management, yet the qualitative, i.e. the cognitive aspects, are
those that actually make or break an organization.
Human Resources Management (HRM) is the strategic management of the employees, who
individually and collectively contribute to the achievement of the strategic objectives of the
organization.  Assuming that the employees of an organization are individuals with own mental maps
and perceptions, own goals and own personalities and as such they cannot be perceived as a whole,
HRM holds that the organization should be able to employ both individual and group psychology in
order to commit employees to the achievement of organizational goals.
Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing
employees, HRM functions as the link between the organization and the employees. A company should
first become aware of the needs of its employees, and at a later stage, understand and evaluate these
needs in order to make its employees perceive their job as a part of their personal life, and not as a
routine obligation. To that end, HRM is very crucial for the whole function of an organization because it
assists the organization to create loyal employees, who are ready to offer their best. 
The HRM activities in modern organizations are typically performed in communication with the General
Management in an effort to provide a variety of views when a decision must be taken. In that way,
decision making is not subject to the individual perceptions of the HR or the General Manager, but it
becomes the outcome of strategic consensus.
The main goals / responsibilities of HRM are:
To retain low employee turnover rate by inspiring people to work for the company To attract new
employees To contribute to employee development
 
To achieve these goals, Human Resources Management trains and motivates the employees by
communicating ethical policies and socially responsible behaviour to them. In doing so, it plays a
significant role in clarifying the organization’s problems and providing solutions, while making
employees working more efficiently.
On the other hand, challenges do not cease for the HRM. Modern organizations can survive in the
dynamic, competitive environment of today only if they capitalize on the full potential of each
employee. Unfortunately, many companies have not understood the importance of the human capital
in successful operations. The recruitment and selection of the best employees is a very difficult
obligation. Even companies that are voted in the top-ten places to work at, often endure long periods
of hard work to realize that human element is all an organization should care about. 
New challenges arise even now for the organization, and it is certain that new challenges will never
cease to emerge.  Therefore, the use of proper Human Resources techniques is a really powerful way
for organizations to overcome these challenges, and to improve not only their quantitative goals but
also their organizational culture, and their qualitative, cognitive aspects

You might also like