Meaning and Functions of Human resource management (HRM) approach.

 Meaning and Functions of Human resource management (HRM) approach.

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." 

Functions of Human Resource Management(HRM) or Personnel Management-

A. Managerial Functions

Management aims at getting things done by others. Managerial functions deal with planning organizing, directing, coordinating and controlling the activities of employees in an enterprise.

These functions are discussed as follows:

1. Planning- Planning involves thinking in advance. It is the determination of strategies, programmes, policies, procedures to accomplish organisational objectives. Planning is a difficult task which involves ability to think, to predict, to analyze, and to come to decisions. 

Planning would involve:

(a) Determining the needs of persons;

(b) Deciding the sources of procuring them;

(c) Determining training needs of personnel:

(d) Selecting motivators for getting good performance from employees.

The first step in planning is the determination of human resource needs. The estimations should based on the requirements of different departments. There should be sufficient number of persons the organisation so that all jobs are properly performed. Not only present but also future needs persons should be properly determined.

After determining personnel needs, there should be a decision to employ them. Right type d persons should be employed for getting good performance from them. The training needs of workers should also be pre-determined so that proper steps are taken to improve right type of training. To motivate workers for improving their performance a number of financial and non- financial incentives should be initiated.

2. Organizing- Organisation is a process of allocating the task among its members for achieving organisational objectives. This is done by designing the structure or relationship among jobs personnel and physical factors. The assignment of tasks and fixing of responsibilities will be the function of personnel management. It decides who should do what. Who is responsible to whom These decisions will help in smooth working of the organisation. Everybody will be assigned the task according to his capacity and caliber. There will be a system assessing performance and communicating it to the appropriate persons. Setting up a good organisational structure where everybody is clear about his role is the responsibility of personnel management.

3. Directing- It is the basic function of managerial personnel. Directing means telling people to do a particular work. It does not mean only issuing orders to employees but it also ensures that the perform as per the directions. The employees are also given instructions for carrying out their task The orders and instructions should be clear and precise so that these are obeyed properly.

Motivating employees to accomplish their task is also a part of directing function. The circumstances, psychology, economic and social, help in selecting the techniques of motivation. Though all these decisions are taken by the top level management but personnel department is consulted at every stage. The effectiveness of various plans and policies for motivating employees is also undertaken by personnel department.

4. Coordinating- Organisational objectives will be achieved only if group activities in the enterprise are coordinated effectively. There may be a problem of each group or department trying to pursue its own goals without bothering about overall objectives. A coordinated approach will help in achieving common goals.

Coordination of personnel is required at all levels of management. Personnel department coordinates the task of developing, interpreting and reviewing personnel policies and programs related to employees. The final decisions may be left to line managers but personnel department makes suggestions for improvements.

5. Controlling- Controlling is the act of checking, regulating and verifying whether everything occurs as per the standards set and plans adopted. The performance of persons is regularly reviewed to find out whether it is going according to the standards or not. In case performance is low then steps are taken to improve it in future. Controlling function involves reviewing performance and taking corrective measures.

B. Operative Functions

These functions are related to the procuring, developing, compensating, integrating and maintaining a work-force for attaining organisational goals. These functions are also known as service functions.

Various operative functions are discussed as follows:

1. Procurement- This function relates to the procuring of sufficient and appropriate number of persons for carrying out business work. The needs of the organisation should be assessed to find out the requirements of persons. Besides number, the procurement of suitable persons is also essential. For this purpose, the requirements of various jobs should be studied for fixing the educational and technical experience of persons expected to man those jobs. Only the right type of persons will be able to give satisfactory results.

2. Development- The development function is concerned with the development of employees by increasing their skill and proficiency in work. The persons are given proper training through various methods so that their performance is better in undertaking the jobs. Proper job description will enable the employees to know their weak points in performing various jobs. Training programs are made suitable to cover up deficiencies in workers' performance.

Sometimes employees are given on-the-job training to acquaint them with real work situation. There can be discussions, demonstrations to improve the skills of employees. To give wide experience of various jobs a method of rotation may also be followed. In this method employees are put on jobs in rotation so that they have the experience of all of them. All these methods are followed to improve the skill of employees for making them suitable for the jobs.

3. Compensation- It is concerned with securing adequate and equitable remuneration to persons working in the organisation. Job analysis will enable in fixing the remuneration for various jobs. The needs of the jobs and qualifications of persons who will take up those jobs should be taken into consideration while fixing remuneration. If the employees are paid less than they should have got they may leave the job at an earliest opportunity. So compensation should be fixed in such a way that it is able to attract and retain suitable persons in the organisation.

4. Integration- Integration is concerned with the attempt to effect reconciliation of individual, organisation and social interest. It involves infusing among employees a sense of belongingness to the enterprise. The employees should identify their personal interest with that of the organisation They should have a feeling that everything good of the enterprise will also be in their interest. The will bring about harmony of interests both of employees and the organisation.

There should be proper communication channel at all levels. The grievances of employees should be redressed at the earliest. This will help in creating good industrial relations integrating them.

5. Maintenance- This function deals with sustaining and improving conditions that have been established. Better conditions of work should be maintained at all times. The employees will feel happy to work under such conditions. These conditions include establishment of health, sanitation and safety standards. If working conditions deteriorate, then employees will be prompted to leave the enterprise. Personnel department is put in charge of providing and maintaining healthy and conducive working conditions in the enterprise.

6. Emerging Issues- Some other important issues that can motivate people to give their best in a dynamic and ever changing environment are as follows:

(i) Personnel Records- To have tangible record of what is happening in the organisation and to formulate appropriate HR policies and programmes.

(ii) HR Audit- To measure the effectiveness of HR programmes and to determine what should or should not be done in future. 

(iii) HR Research- To evaluate the effectiveness of HR policies and practices and to develop more appropriate ones. 

(iv) HR Accounting- To measure the cost and value of the human resources to the organisation. 

(v) HR Information System- To improve the efficiency with which HR data is compiled.

(vi) Stress and Counseling- To find out the ways and means to promote the physical and mental well being of employees through proper counseling and employee development programmes.

(vii) International HRM- To help in the coordination of production, sales and financial operations on a world-wide basis. To perform functions like relocation, orientation and training of employees to help them in adapting themselves to a new and different environment outside their own country.

Conclusion- 

All these are the functions of Human Resource Management.