What is human Resource Management ?

* Human resource management (HRM) :

HRM is concerned with the most effective use of people to archive organisational and individuals goals these research will show that both objective must be full field.

* Scope of human resource management :

1. Personal aspect - this is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, remuneration productivity etc.

2. Welfare aspect - which deals with the working conditions like canteens, rest rooms, lunch rooms, housing, medical, education.

3. Industrial relations - this covers union management relation and deals with building the relations between. 

* Objective of HRM : 

1. To help in achievement of organisational goals.
2. To assist employees in achieving personal goals.
3. To employ skills and abilities of workforce efficiently.
4. To promote employee discipline.
5. To communicate HR policies to all employees
6. To provide respectful environment.
7. To develop and maintain a quality of work life.

* Responsibilities of HR manager :

1. Hiring employees
2. Training and developing the employees.
3. Organisation development.
4. Building team spirit
5. Designing strategies
6. Resolving conflicts
7. Bridging the gap in communication

* Competencies of HR manager : 

Competencies - the ability to do something successful.

• Communication 
• Analytical and critical thinking 
• Relationship - building
• Leadership

* Challenges to HR management :  

1. New technology 
2. Market challenges 
3. Knowledge management 
4. Dynamic organisation culture
5. Challenge related to training

* Human resource planning (HRP) :

A system of matching the supply of people with opening the organisation expects over given time frame.

Process of HRP -

1. Determining the objective of human resource planning.
2. Analyzing current manpower inventory
3. Forecasting demand and supply of human resource
4. Analyzing the manpower gap
More demand -
Then supply of human resources.
Need of new candidates to hire.

Less demand -
Then supply 
Need to - termination, retirement, transfer. 

5. Employment plan

6. Training & development

7. Appraisal of manpower planning

* Techniques for processing :

1. Managerial judgement method
2. Scientific technique
3. Statically and mathematical techniques 

* Human resource information system (HRIS) :

HRIS is a systematic procedure for collecting, storing, maintaining and retrieving data needed by an organisation about its human resource, personal, activities.

Need of HRIS -

1. Maintaining manual record is difficult
2. More susceptible to error 
3. Manual analysis of data is time - consuming
4. Disorganized arrangement of information
5. Clerical work involved is labor intensive and costly. 

Scope of HRIS -

1. Operational level

• Employee information
• Position control information
• Applicant selection and placement information
• Evidence for government reporting

2. Tactical level 

• Job analysis and design info
• Recruiting information 
• Compensation and benefits info
• Employee T & D info

3. Strategic level 

• Information supporting workforce planning
• Information supporting labour negotiation.

Source of information -

1. Intranet - internal network data only the authorized member can operate this.
2. Entrant - within two or more organisation client consent.
3. Portals - It offers links to internal information. 

 

Importance -

1. Effective use of human resources 
2. Reduction in labour cost
3. Faster and effective HR decisions 
4. Anytime Anywhere access

Limitation -

1. Require huge investment
2. Unsuitable for computer illiterates
3. Depends on human being intelligence 
4. Require online updation. 

(V2)