The term human resource management is much popular today than personnel management. Human resource management covers a wide range of activities. All major activities in an employee's life right from the time of his appointment into an organization until he leaves come under the scope of human resource management. The activities are human resource planning, job analysis, design, recruitment and selection, orientations and placement, training and development, performance appraisals and job evaluation, employees and executive remuneration, motivation, communication, human welfare, health and safety, industrial relations.
The following activities can be specifically included under the coverage of HRM.
The primary task of HRM is to deal with the complex nature of human relations within the organization. It is concerned with employee's behavioral, emotional, and social aspects.
HRM exists in business and non-business organizations such as education, health care, recreation, and the like. It can be applied in all areas where the people element is involved. Therefore its application is not confined to industry alone. This is a continuous function. It is a never-ending process. This function takes place in the business continuously from its commencement to closure. There is no holiday for human resource management.
Human resource management is a philosophy of people management based on the belief that human resources are significant for sustained business success. An organization acquires a competitive advantage by using its people effectively and utilizing their expertise to meet clearly defined objectives. HRM aims to recruit capable, flexible, and committed people, manage and reward their performance, and develop key competencies.
As mentioned above, competent personnel are to be appointed at the right place and at the right time. Their activities are to be coordinated and properly rewarded. A healthy atmosphere is to be created to maintain sound industrial and human relations. Human resource management is concerned with all the aforesaid activities. Therefore human resource management is an essential ingredient for the overall development of an organization. It helps managers to recruit, select, train, and develop members for an organization. The philosophy of HRM does not limit itself to direct employees of an organization. It is concerned with all types of people working in an organization directly or indirectly. Therefore human resources need to be managed in such a way that is consistent with broad organizational requirements such as quality or efficiency. Personnel policies and organizational structures have to be developed to suit the organizational strategy.
Even though there are certain basic differences between HRM and personnel management, these two terms are used synonymously. HRM is the latest term used to denote personnel management.
It has been presented as a radical alternative to personnel management consisting of exciting, modern ideas, which would replace personnel management's out-of-date and ineffective thoughts. In fact, the process of transition has been slow.
The functions of HRM are classified into two broad categories: Managerial functions and operative functions. In managerial function, a human resource manager is required to discharge his managerial functions to achieve his department's goal. It includes planning, organizing, directing, coordinating, and controlling various activities of the personnel department. The operative functions are the duties or tasks that are specifically entrusted to the personnel department under the general supervision of the personnel manager. It includes procurement, training and development, compensation, integration, and maintenance of human resources.
Nice Article. Very helpful.
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