Human Resource Management (HRM) Scope
Human Resource Management (HRM) is the governance of an organization’s employees. HRM is sometimes referred to simply as Human Resources (HR).
The first definition of human resource management is that it is a process that will In a clear and organised way, manage people in a business.
When it comes to HR, their job is to staff, hire new people, keep current employees, manage pay and benefits, set them, manage performance, handle changes, and a lot more. In modern times, this definition of personnel management is more like the old one.
Human resource management can also be thought of as managing the people who work for a company from a big picture point of view. This means that managing employees will look like a relationship between management and employees.
Human resources are the people who work for the company. Human resource management is really just managing employees with an emphasis on seeing them as assets to the company. People who work for a company are sometimes called “human capital” in this article.
Human resources (HR) professionals hire, manage, and guide employees so that companies make the most money and their workers are happy. Most of the time, they make and enforce rules about hiring, managing performance, pay, health and safety, communication, training, and employee benefits.
According to Pigors and Myers, it is mainly a way to help employees reach their full potential so that they are happy with their jobs and give the company their all.
According to Byars and Rue, “human resource management” includes all the tasks that are done to take care of and organise an organization’s employees. The tasks and duties that organisations do to provide for and coordinate human resources are called “human resource functions.”
“Human resource management is the function performed in organisations that makes the best use of people (employees) to achieve organisational and individual goals,” say Ivancevich and Glueck.
What Human Resource Management Is For
Without a doubt, an organization’s most important resource is its people. They are also the easiest and hardest to manage. The goals of HRM include everything from figuring out what kind of workers are needed to managing those workers and keeping them. In this way, human resource management is in charge of making sure that different policies, procedures, and programmes are carried out well. Getting the most out of your knowledge, skills, creativity, aptitude, and talent means managing and developing them.
Human Resource Management isn’t just about managing people and getting the most out of their smarts. It also talks about how to manage employees’ physical and emotional capital. Because it is so complicated, HRM is becoming more and more useful every day. It includes things like planning human resources, hiring people (recruitment and selection), training and development, managing payroll, giving rewards and praise, dealing with complaints, following the law, and more. To put it another way, it’s about making and maintaining good relationships at work and finding a balance between personal and professional goals.
HRM is very broad and covers a lot of ground. Because of this, it is hard to give a short definition of it. We could, however, put it under the following headings:
HRM in the Management of People
This is usually direct manpower management, which includes planning for workers, hiring (recruitment and selection), training and development, onboarding and orientation, transfer, promotion, pay, firing and retrenchment, and keeping track of how productive workers are. The main goal here is to find out how individual growth, development, and effectiveness affect the growth of the organisation as a whole.
It also includes reviewing performance, learning new skills, paying wages, giving incentives and allowances, setting rules and policies for travelling, and other related actions.
(ii) HRM in the Welfare of Workers
This part of HRM is about the working conditions and amenities at the workplace. There are a lot of different duties and services that fall under this, like medical services, welfare funds, safety services, and health services. It also covers things like hiring safety officers, making the workplace a good place to work, getting rid of hazards, getting support from upper management, job safety, keeping machines safe, cleanliness, good lighting and ventilation, sanitation, medical care, sickness benefits, personal injury benefits, maternity benefits, unemployment benefits, and family benefits.
It also has to do with managing employees, giving them advice, getting along with them, teaching, and training. Finding out what employees really need and meeting those needs with the help of both management and employees is what employee welfare is all about. On top of that, it takes care of housing, transportation, medical help, education, health and safety, recreation facilities, crèches, canteens, rest and lunch rooms, and more.
(iii) The Role of HRM in Labor Relations
Labor or employee unions need to be dealt with carefully because this is a very touchy subject. Their complaints need to be heard and disputes need to be settled quickly so that everyone in the organisation stays calm and happy. It is the art and science of understanding employment relations (between employers and workers), how to consult with each other, how to discipline employees, how to solve problems by working together, how to keep good relationships at work, how to bargain collectively, and how to settle disagreements.
The main goal is to protect the interests of employees by making sure they understand everything as much as possible without hurting the organisation. It’s about starting, growing, and promoting industrial democracy to protect the rights of both workers and bosses.
The field of HRM is very broad, so it can’t be summed up in a few words. But to make things easier and help people learn more about the subject, we’ve split it into the three groups above.