What is the meaning of Human Resource Management? Explain it's Nature.

Meaning and Nature of Human resource management?

Meaning- Human resource management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is a process by which the people and organizations are bound together in such a way that both of them are able to achieve their objectives.

Definition-

According to Filippo, "Human resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished."

 

Nature of Human Resource Management-

1.       Integral part of the Process of Management- Human resource management is embedded in the organizational structure of an enterprise and is an integral part of the process of management itself. Human resource management cannot be separated from the basic management function. This Function is performed by all the managers throughout the organization rather than by the personnel department only.

2.       Comprehensive Function- The main function of human resource management is to manage people at work. It is a comprehensive function which covers all types of people at all levels in the organization. In other words. It applies to workers, supervisors, officers, managers and any other type of personnel in the organization.

3.      Pervasive Function- Human resource management is comprehensive as well pervasive. It is inherent in all organizations and at all levels. It is not confined to industry alone. It is equally useful and necessary in government, armed forces, sports organizations, and the like. It applies to all the Functional areas e.g., production, marketing, finance, research, recruitment, selection, development and utilisation of people and is an integral part of any organised effort. Each and every manager is Involved with human resource function. In big organizations, there is generally a separate personnel/human resource department, which provides expert advice and assistance concerning personnel matters. The authority to take decisions about these matters lies with the operating functions. Thus, personnel management is not only a staff function but a line responsibility as well.

4.      People Oriented- Human resource management is a people-oriented function and is concerned with employees as individuals as well as groups. It deals with human relationships within an organization. It is a process of finding out the optimum arrangement between individuals, jobs, organizations and environment. It is concerned with all categories of personnel from top to the bottom of the organization.

5.      Based on Human Relations- Human resource management is concerned with the motivation of human resources in the organization. The human beings cannot be treated as other physical factors of production

Therefore, human resource management:

(a) Stresses the solution of personnel problems to achieve both organizational objectives and employees' personal goals.

(b) Considers every employee as an individual so as to provide services and programmes to facilitate employee satisfaction and growth.

(iii) Concerns itself with developing the potential of employees so that they get maximum satisfaction from their work and give their best efforts to the organization. For this purpose, it has to take into account the interests, personality and capacity of employees.

(iv) Attempts to obtain willing cooperation of the employees for the attainment of desired

objectives.

(v) Considers the emotions and sentiments of employees. People have different needs. perceptions and expectations. It is, therefore, necessary to handle them tactfully. Human relations skills are required to deal with the people at work.

If the human resource management is effective, human relations in the organization will be

cordial.

6.      Continuous Process- Human resource management is a continuous process. It is not a one-shot function, rather it is a never-ending exercise.

In the words of George R. Terry, "The human resource function cannot be turned on and off like water from a faucet, it cannot be practised only one hour each day or one day a week. Personnel management requires a constant alertness and awareness of human relations and their importance in everyday operations."

 

7.      Science as well as Art- Human resource management is a science as it contains an organised

body of knowledge consisting of principles and techniques. It is also an art. Handling people is one of the most creative arts. It involves the application of theoretical knowledge to the problems of hum resources. Thus, it is a science as well as an art.

8.       Recent Origin- As compared to other areas of management, human resource managements

comparatively a young discipline. It started in the later part of the nineteenth century.

9.      Interdisciplinary- In modern times, human resource management has become a specialised job. Moreover, it is not an isolated subject, it is interdisciplinary. It involves application of knowledge drawn from several disciplines like sociology, anthropology, psychology, economics etc.

10.  Basic to all Functional Areas- Human resource management is basic to all functional areas the management such as production management, financial management, marketing management etc. Every manager working in any department has to perform the personnel functions. Though the personnel department is under the supervision of the Personnel Manager, it should not be assumed that the other managers are relieved of this responsibility. The function of human resource or personnel manager is advisory in nature.

 

HRM does not confine itself to the selection of right type of persons for right jobs, it helps t build a team spirit where employees satisfy their aspirations by developing themselves and contribute to the accomplishment of organizational goals.

 

T.V. Rao suggests the following essential elements of HRM:

 

(i) Employees enjoy their work.

(ii) Employees have a sense of accomplishment in and through their work.

(iii) Employees have a high sense of belonging to their organization and their work place.

(iv) Employees feel that they are respected as individuals and their contributions are valued.

(v) Employees have a feeling to enhance their competence and perform more challenging and satisfying tasks.

(vi) Instead of spending time in satisfying their needs, employees contribute to the organizational tasks and goals.

 

Conclusion- HRM is basically employer oriented. It does not mean that employees do not benefit by it. It only means that when employees feel satisfied after meeting their needs and aspirations, they will what heartedly work for accomplishing organizational goals in the best possible ways. HRM helps develop humane work environment, organizational climate and culture.