Meaning and Limitation of Human resource management (HRM)

 Meaning and Limitation of Human resource management (HRM)

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." 

Limitation of Human resource management (HRM)

HRM approach is very useful in creating work culture in the organisation but still it suffers from certain limitations: 

1. Recent Origin- HRM is of recent origin, so it lacks universally approved academic base. Different people try to define the term differently. Some thinkers consider it as a new name of personnel management. Some organisation have named their traditional personnel management department as human resource management department. With the passage of time an acceptable approach will be developed.

2. Lack of Top Management Support- HRM must have the support of top level management. The change in attitude at the top can bring good results while implementing HRM. Because of passive attitude at the top, this work is handled by personnel management people. Unless otherwise there is a change in approach and attitude nothing spectacular is going to happen.

3. Improper Implementation- Human resource management should be implemented by assessing the training and development needs of employees. The needs and aspirations of people should be taken into account while framing human resource policies. HRM is implemented half-heartedly. The organizing of some training programmes is considered as the implementation of HRM. Management's productivity and profitability approach remains undisturbed in many organisation.

4. Inadequate Development Programmes- Human resource management requires implementation of programmes such as career planning, on the job training, development programmes, counseling etc. There is a need to create an atmosphere of learning in the organisation.  In reality HRM programmes are confined to class room lectures and expected results are not coming out from this approach. 

5. Inadequate Information- Some organisation do not have requisite information about their employees. In the absence of adequate information and database this system cannot be properly implemented. There is a need to collect, store and retrieve of information before implementing human resource management.

Conclusion-

The liberalization of economy, entry of multinationals in Indian markets, raising of quality standards of Indian goods, growing competition will put pressure on human resources of every organisation. Managements will be required to constantly assess and reassess competence levels of their employees. Training and development programmes will be needed to motivate personnel to cope with the new requirements. Human resource management will have a pivotal role in managing the business in near future.