NATURE OF HUMAN RESOURCE MANAGEMENT?

 NATURE OF HUMAN RESOURCE MANAGEMENT?

Meaning: -HRM is concerned with managing manpower to improve individual, group and organizational effectiveness. HRM consists of various elements such as; human resources planning, recruitment and selection, training, motivation, performance appraisal, career development, promotion and transfer of human resources.

Definition: -“Planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.”                
                                                                                                                                                      Defined by………. (Edwin Flippo)
The nature of HRM can be briefly described as follows;
1.       Process: -HRM is a process of managing human resources. HRM process is undertaken to achieve organizational objectives. The process of HRM includes;
·         Acquiring the services of people (selection)
·         Developing the skills of human resources (training)
·         Motivating the manpower.
·         Ensuring the commitment of manpower towards organizational activities.

2.       Multidisciplinary approach: - HRM is dynamic and multidisciplinary approach. HR managers make use of various disciplines to manage the workforce effectively. The various disciplines include; Management Science, Psychology, Sociology, Communication, Economics, Organization Behavior, Philosophy, etc.

3.       Universal Applications: - HRM is all pervasive. It is applicable to business and non business organizations. For instance, a non-business organization, such as a college or university has to select, train and motivate human resources to achieve its objectives.

4.       Continuous in Nature: - HRM is continuous activity. Organizations need to manage human resources on a continuous basis. Organizations need to adapt to changing environment, i.e., changes in employees expectations, changes in consumer behavior, changes in competitors strategies, etc.  

5.       Objective Oriented: - HRM places emphasis on the accomplishment of objectives. Te objectives can be broadly listed under to four categories;
·         Individual objectives employees such as career development, promotion, etc.
·         Group objectives such as team work.
·         Organizational objectives such as an increase in market share, profits, etc.
·         Social Objectives.

6.       Long-term Benefits: - HRM brings long-term benefits to the individuals, organizations and the society as well. Employees gain long-term benefits by the way of better monetary and non-monetary incentives. The organization can gain by the way of higher returns on investment and better corporate image.

7.       Development of Team Spirit: HRM aims at developing and maintaining team spirit in every organizational unit, i.e., groups and departments. Such team spirit is required so that the people work effectively together and contribute to the success of the organization. 

8.       Key Element in Coping with problems: -Economic, technological and social trends have created acute problems for business and industry. As a result, management has focused attention on HRM as key elements in coping with these problems.\

9.       Integrated use of subsystems: - HRM involves the integrated use of subsystems such as training and development, career development, organizational development, performance appraisal, potential appraisal, etc.

10.    Development of Employee’s Potentialities: - HRM aims at development of employees’ potentialities to the maximum possible extent, so that they gain maximum satisfaction from their job. 

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