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Personnel Management: its Importance

The value of human resources cannot be over-emphasised. During the last two decades,
computerised machines are replacing human beings in the industries.
As a result of this, the functions of personnel management have also taken a new turn. The proper
or improper use of the different factors of production depends on the human resources. Hence,
besides other resources, human resources need more development.
The personnel department of an organisation can be compared with the human brain. The
different parts of the body cannot work if brain stops working. If the labour force of an
undertaking is co-operative, a strong and sound organisation can be built.
The following points bring about the importance of personnel department:
1. The personnel manager is regarded by the employees as protector of their interests.
2. In order to provide stability to an organisation, personnel policies are developed by the
personnel manager.
3. It supplies skilled personnel to various departments.
4. It ensures maximum return from training programmes of employees.
5. The workers are prepared in advance to meet the problems which may be created by industrial
and technological factors.
6. It is primarily involved in securing and maintaining work force.
7. It motivates workers and creates opportunities for their promotion.
8. There a constant evaluation of personnel policies and an effort is made to reduce the costs by
increasing productivity through innovations and experimentation.
9. It helps in improving employer-employee relations.
10. It helps in solving the various problems of workers thereby creating congenial atmosphere for
the management.
According to Harbison and Myers, While Capital, natural resources, foreign aid and international
aid play an important role in economic growth, none of these factors is more important than an
efficient pool of well educated, well trained and highly developed manpower.
Most of the problems of the workers will be automatically solved and many others will not arise if
proper attention is paid to the personnel function of the management.

Scope of Personnel Management:


(1) Employment Function:
It covers areas connected with the employment of employees such as manpower requirements,
recruitment, selection, placement and induction.
(2) Training Function or Development Function:
In order to perform work properly, employees must be trained. This function is concerned with
increasing the efficiency of employees by enhancing their skill.
(3) Formulation of Promotion Policy:
This function deals with the formulation of policy setting out the basis of promotion (viz.,
seniority, merit or both).
(4) Job Analysis:
In job analysis, factors concerning jobs are analyzed (such as skill, responsibility, working
conditions, training, qualifications etc.). It is concerned with anatomy of a job. It is a detailed study
of job from all angles.
(5) Merit Rating:
It refers to the evaluation of an employees performance after he has been placed on the job.
(6) Job Evaluation:
In order to know the worth of the job in terms of money job evaluation process may be
undertaken.
(7) Compensation:
This function deals with the determination of fair wages for the employees. Wages may be paid
according to the time spent or units produced or there may be a combination of time and piece
rate system in the form of incentive plans.
(8) Providing Service and Benefits:
This function is concerned with the provision of good working conditions and other benefits such
as safety provisions, counselling, medical services, recreational facilities, etc. The scope of
personnel management is changing over the years.
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According to Andrew F. Sikula Changes definitely are taking place in personnel administration.
Some personnel sub-functions seem to be breaking away from personnel others seem to be new
sub-areas, while still others seem to be changing only in terms of their relative emphasis and
degree of importance.
While importance of appraisal and wage administration is declining, certain other areas of
personnel management (Manpower planning, staffing, training etc.) are getting prominence.

CHARACTERISTICS OF PERSONNEL MANAGEMENT


It is concerned with employees: Personnel Management is concerned with employees both as
individuals and also as a group. Personnel Management is function or activity aiding and directing
workmen in maximizing their personal contribution and satisfaction in employment, bringing
them an equitable, just and humane treatment, and adequate security from employment.
It covers all levels of personnel: It refers not only to labor or, what you may call blue collared
employees, like craftsmen, foremen, operatives and labourers, but also the white collared
employees, like professional and technical workers, managers, officials, clerical workers, sales
workers, etc.
The concern for the employees is to help them: The employees are helped to develop their
potentialities and capacities to the full so that they can derive the greatest satisfaction from their
work.
It is inherent in all organisation: It is as useful and effective in government departments and nonprofit organizations as in a business organisation. Moreover, it covers all types of functional
management such as production management, financial management, marketing management
etc.
It is of a continuous nature: Personnel management requires constant alertness and awareness
of human relations and their importance in everyday operations.
It attempts at getting the willing cooperation of the people for the attainment of the desired
goals: This is necessary because work cannot be effectively performed in isolation without the
promotion and development of an esprit de corps.

Nature of Personnel Management


1. Personnel management includes the function of employment, development and
compensation- These functions are performed primarily by the personnel management in
consultation with other departments.
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2. Personnel management is an extension to general management. It is concerned with


promoting and stimulating competent work force to make their fullest contribution to the
concern.
3. Personnel management exist to advice and assist the line managers in personnel matters.
Therefore, personnel department is a staff department of an organization.
4. Personnel management lays emphasize on action rather than making lengthy schedules,
plans, work methods. The problems and grievances of people at work can be solved more
effectively through rationale personnel policies.
5. It is based on human orientation. It tries to help the workers to develop their potential
fully to the concern.
6. It also motivates the employees through its effective incentive plans so that the
employees provide fullest co-operation.
7. Personnel management deals with human resources of a concern. In context to human
resources, it manages both individual as well as blue- collar workers.
Role of Personnel Manager
Personnel manager is the head of personnel department. He performs both managerial and
operative functions of management. His role can be summarized as :
1. Personnel manager provides assistance to top management- The top management are the
people who decide and frame the primary policies of the concern. All kinds of policies
related to personnel or workforce can be framed out effectively by the personnel
manager.
2. He advices the line manager as a staff specialist- Personnel manager acts like a staff
advisor and assists the line managers in dealing with various personnel matters.
3. As a counsellor,- As a counsellor, personnel manager attends problems and grievances of
employees and guides them. He tries to solve them in best of his capacity.
4. Personnel manager acts as a mediator- He is a linking pin between management and
workers.
5. He acts as a spokesman- Since he is in direct contact with the employees, he is required to
act as representative of organization in committees appointed by government. He
represents company in training programmes.
Functions of Personnel Management
Follwoing are the four functions of Personnel Management:
1.
2.
3.
4.

Manpower Planning
Recruitment
Selection
Training and Development
Functions And Roles Of Human Resource Department/Manager

Human resource department of an organization is headed by high-ranking officials. He is


the human resource manager of the organization. The Hr department is meant for the
management of people in order to achieve organizational goal. It coordinates with other
departments for the effective utilization of resources.Hr department performs a variety of
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functions ranging from managerial functions to operative functions. More specially, the functions
are ranged from the time of entry to the exit of an employee in the organization.
The functions carried out by human resource department or human resource manager are as
follows:
1. Managerial Functions Of Human Resource Department
Managerial function is concerned with the activities performed by top management in the
organization. Human resource manager as a managers perform different activities ranging from
planning to controlling. Following are the main managerial functions of human
resourcedepartment:
* Planning
* Organizing
* Directing/leading
* Controlling
2.Operative Functions Of Human Resource Department
Operative function is concerned with day-to-day management of organizational activities
andhuman resources. They can be classified as follows:
* Employment
* Development
* Compensation
* Motivation
* Maintenance
* Personnel record
* Industrial relation or employee relation
* Separation
3. Advisory Functions of Human Resource Department
Human resource manager has specialized knowledge, education and training in managing human
relations. He/she is an expert on managing human relations. So, he/she can provide advice on
matters relating to human resources of the organization. The advice may be to the top
management or departmental heads.

Importance And Objectives Of Human Resource Management

The main purpose of human resource management is to accomplish the organizational


goals. Therefore, the resources are mobilized to achieve such goals. Some importance and
objectives of human resource management are as follows:
1. Effective Utilization Of Resources
Human resource management ensures the effective utilization of resources. HRM teaches how to
utilize human and non-human resources so that the goals can be achieved.Organization aiming to
utilize their resources efficiently invites the HR department to formulate required objectives and
policies.
2. Organizational Structure
Organizational structure defines the working relationship between employees and management.
It defines and assigns the task for each employee working in the organization. The task is to be
performed within the given constraints. It also defines positions, rights and duties, accountability
and responsibility, and other working relationships. The human resource management
system provides required information to timely and accurately. Hence, human resource
management helps to maintain organizational structure.
3. Development Of Human Resources
Human resource management provides favorable environment for employees so that people
working in organization can work creatively. This ultimately helps them to develop their creative
knowledge, ability and skill. To develop personality of employees, human resource
management organizes training and development campaigns which provides an opportunity for
employees to enhance their caliber to work.
4. Respect For Human Beings
Another importance of human resource management is to provide a respectful environment for
each employee. Human resource management provides with required means and facilitates
employee along with an appropriate respect because the dominating tendency develops that will
result organizational crisis. Hence, all of them should get proper respect at work. Human resource
management focuses on developing good working relationships among workers and managers in
organization. So, good human resource management system helps for respecting the employees.
5. Goal Harmony
Human resource management bridges the gap between individual goal and organizational goalthereby resulting into a good harmony. If goal difference occurs, the employees will not be willing
to perform well. Hence, a proper match between individual goal and organizational goal should be
there in order to utilize organizational resources effectively and efficiently.
6. Employee Satisfaction
Human resource management provides a series of facilities and opportunities to employees for
their career development. This leads to job satisfaction and commitment. When the employees
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are provided with every kind of facilities and opportunities, they will be satisfied with their work
performance.
7. Employee Discipline And Moral
Human resource management tries to promote employee discipline and moral through
performance based incentives. It creates a healthy and friendly working environment through
appropriate work design and assignment of jobs.
8. Organizational Productivity
Human resource management focuses on achieving higher production and most effective
utilization of available resources. This leads to an enhancement in organizational goals and
objectives.
Personnel Policies: Objectives
Personnel Policies: Objectives, Principles, Sources and Other Information!
According to Dale Yoder a policy is pre-determined selected course established as a guide
towards accepted goals and objectives.
A personnel policy should have two types of objectives viz., general objectives and specific
objectives. General objectives express top managements philosophy of human resources
whereas specific objectives refer to specific activities like staffing, training, wages and, motivation.
Objectives:
1. Optimum Use of Human Resources:
Every organisation tries to make use of the available human resources to the best of their
capabilities. Right men should be selected for the right jobs. With the help of personnel policies,
jobs are defined and responsibilities of the personnel are specified so that there are no square
pegs in the round holes.
2. Training Of Everyone:
The other main object of personnel policies is to train and develop everyone so as to make them
competent for doing their job. Only a trained worker can do his job efficiently. The personnel
policies must encourage healthy and constructive competition among the workers and also
provide an opportunity for development and growth of an individual.
3. Sound Industrial Relations:
Personnel policies aim at creating sound industrial relations and tend to establish conditions for
mutual confidence and understanding. Workers are encouraged to put forward constructive
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suggestions and are given participation through joint management councils and works
committees. All this leads to industrial peace. Many operational problems are avoided by having
well formulated policies.
4. Payment of Fair Wages:
Personnel policies must aim at ensuring the employees that they will be given fair wages for the
work done by them.
5. Security of Employment:
One of the objectives of personnel policies is to provide security of employment to the workers.
Such policies provide an efficient consultative service which aims at creating mutual faith among
those who work in the enterprise. All types of doubts relating to loss of employment are cleared
from the minds of workers. Thus, social as well as economic security is provided to workers.
6. Respecting Human Dignity:
Personnel policies ensure fair treatment to all irrespective of caste, colour and creed and aim at
respecting the human dignity. Workers are offered good and healthy working conditions.
Principles of Personnel Policies:
According to Scot and others carefully defined personnel policies serve as a stabilising influence
to prevent the waste of energy in following programmes not in harmony with the company
objectives.
Due to the importance of personnel function in the management, it becomes essential to
formulated personnel policies.
These policies are formulated keeping in mind the following principles:
1. Principle of Right Placement:
There is a common saying that there should be square pegs for the square holes and round pegs
for the round holes. Only those persons should be selected who are physically and mentally fit for
the job so that they can become our asset in the future.
2. Principle of Development:
All workers should be given the opportunity to develop so that their monetary position as well as
their social status is enhanced. Workers tend to be more sincere and hard working when they are
aware of the chances of promotion in the organisation.
3. Principle of Participation:
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This principle states that we should consider the organisation a co- ordinated team. If workers
participate in the formulation of policies, a large number of problems which arise due to
misunderstanding can be avoided.
4. Principle of Mutual Interest:
The workers should feel that interest of management is common with the
workers. This will provide motivation to the workers to put in hard work which will entitle them to
earn higher wages and non-monetary benefits.
5. Principle of Good Working Conditions:
Workers should be given better tools, good working conditions, and adequate wages and there
should be impartial appraisal of their work.
6. Principle of Flexibility:
A personnel policy must be such that it can be changed with the change in circumstances.
Technological changes are taking place at a very fast speed in the industries and for that reason a
constant review of such policies is necessary.
In a nutshell, personnel policies should contain the principle of justice as well as equity and must
be fair to all employees.
RE: What are the aims of Personnel policy?
(1) Attention on Objectives of the OrganisationOrganisations exist to pursue and achieve certain
objectives. Personnel policies make these objectives more concrete and tangible by focusing
attention on those so that all organisational activities are directed towards these objectives. Thus
policies help in providing guidelines for the individuals in the organisation to work on smooth
lines.
(2) Maximum Individual Development and SatisfactionIndividual development and satisfaction
is the primary objective of personnel policies. Personnel policies should ensure an effective
cooperation among employees so that better results may be expected. Management should
consider social values and employees' aspirations in formulating personnel policies. A good
system comprising monetary incentives and non-monetary incentives is warranted. It will
promote cooperation and loyalty.
(3) Maximum Use of ResourcesAnother important objectives of personnel policy is the best and
maximum use of human resources. Man is the only active factor of production which engages the
other factors of production to work. Individual development of employees is advantageous only
when they are used in the best possible manner. So, maximum individual development and the
maximum use of human resources is the primary objective of the personnel policy. Other factors
of production are ineffective with effective moulding of human resources. Human resources are
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made to work efficiently by personnel policies.


(4) Offsetting uncertainty and changeFuture is always full of uncertainties and changes. The
organisation has to function in various types of uncertainties. Some of the uncertainties and
changes can be predicted on the basis of forecast especially in personnel area. A personnel policy
foresees the future and makes provisions for uncertainties and changes. For example, strike,
lockout, mechanisation, transfer of personnel from one place to another, etc. Personnel policies
ensure uniformity in decisions.
(5) Good Industrial RelationsPersonnel policies help in maintaining good and harmonious
industrial relations. Personnel policies are developed for creating good personnel relations.
Personnel policies facilitate uniformity in decisions and avoids workers' exploitation through
biased decision. Personnel policies make employees aware of the objectives of the organisation
and guides the workers in achieving them. So they work enthusiastically and with loyalty.
(6) Better ControlsControl involves the measurement of the accomplishment of events against
policies and the correction of deviations to assure attainment of objectives according to policies.
Personnel policies provide standards against which the accomplishments are evaluated. Thus
personnel policies facilitate the function of control.
Hr policy objectives
The human resources department has many responsibilities within an organization. The director
of human resources may supervise individual departments and ensure managers adhere to
employment and labor regulations. Human resources recruitment specialists manage the
employment and placement needs of the company. Human resources professionals help
organizations meet a multitude of objectives regarding hiring, employee relations, training and
organizational structure.
Training and Development
The human resources department help organizations meet training and development objectives.
It helps determine the training needs of the company and creates and conducts training programs
for employees. HR staff members organize training manuals and determine the most appropriate
method of delivering training to meet the needs of the organization. Department training
specialists consult with managers and employee supervisors to assess performance improvement
needs and to organize developmental programs for new and existing employees.
Recruitment
The human resources department helps organizations meet recruiting objectives. The department
screens potential candidates and makes hiring decisions to fill open positions. It also attracts
candidates through a variety of recruitment efforts such as job fairs and online job boards.
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Recruitment staff often visit college campuses to attract students and new graduates into the
organization. Staff members interview candidates and issue pre-employment assessments.
Human resources specialists also train new hires and distribute company policies and procedures
to new employees.
Employee Relations
Human resources staff members form labor policies and interpret state and federal employment
and labor laws. The department ensures the company complies with regulations regarding equal
opportunity employment and fair labor standards. The department's staff members help workers
understand their rights while also protecting employer interests. HR staff members also handle
employee relations objectives such as settling disputes between employees and managers. They
ensure that employees receive appropriate accommodation for disabilities as well as assistance
with medical-related leave time.
Benefits
The human resources department oversees benefit and employee assistance programs. It
implements programs to help employees balance work and home life. Compensation and benefits
specialists help workers select health plans. HR specialists also provide information regarding
company-sponsored programs such as 401(k), thrift savings and pension plans. Human resources
staffers advise employers on ways to meet employee benefit cost objectives by designing and
negotiating costs with benefit providers.

Need of Personnel Policies in an Organisation!


Certain authors consider personnel policies as unnecessary and insignificant as they obstruct
independent thinking and are nothing less than handcuffs to managers.
According to Wilier Personnel policies are unnecessary restrictions on our freedom of action. It is
a waste of money to have written policies. I think that each personnel problem must be handled
on its own merit. However, there are personnel policies in almost all organisations because of
the following reasons:
(1) Achievement of Objectives of Organization:
Establishment of personnel policies help to a great extent in achieving the objectives of an
organisation. The objectives of an organisation relate to what to do whereas policies deal with
how to do
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(2) Uniformity and Consistency in Decisions:


Personnel policies help to ensure consistency and uniformity in dealing with problems that recur
frequently. Policies provide guidance for the course of action to be followed under similar
situations.
(3) Removal of Favouritism:
All employees are treated at par irrespective of their caste and creed. Thus, chances of favouritism
and discrimination are minimised.
(4) Help In Stability Of Organization:
In many concerns, personnel keep on changing as the tenure of a manager is fixed and limited.
The organisation continues and personnel policies thus provide stability to an organisation.
(5) Encouragement to Decentralization:
When sound personnel policies are established, a large number of problems are settled at the
lower level and are not required to contact high officials every time.
(6) Help In Control:
Policies are framed in relation to ail the areas of personnel management. The function of
controlling the labour force becomes very easy when clear cut laid policies are framed by the
management.
(7) Performance Evaluation:
Personnel policies specify the route towards selected goals and serve as standards for measuring
the evaluation of employees. The comparison of actual performance with the standards will show
as to how much these policies are beneficial to the enterprise.
(8) Help to Build Loyalty:
Sound policies help to build employees enthusiasm and loyalty. Since all the workers know the
goals of the business, they contribute their maximum for the achievement of these goods. It
enhances their morale and loyalty towards the organisation.
(9) Act as Guide to Management:

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The management tries to solve all labour problems in the light of the policies and in this way,
policies act as a guide as to what kind of work they should do. Thus, personnel management
becomes more effective when personnel policies exist.

The following are the characteristics of good personnel policy:


1. A personnel policy is framed by the Board of Directors and it should be definite, positive, clear
and easily understandable.
2. A personnel policy must fit into the overall business policies.
3. Like other policies, a personnel policy also acts as a guide for decision making. If the objective of
an organisation is to develop the competent and contented employees, certain guidelines may be
laid down by the management called as policies.
4. A personnel policy should provide stability, consistency and a framework to an organisation.
5. It must try to achieve the objectives of an enterprise.
6. It should be written, uniform and progressive.
7. A personnel policy must take into consideration the changing aspirations and managerial styles.
8. It should not be rigid and the management should periodically review it. Thus, the policy should
be clear, unambiguous and flexible.
9. It must fulfil the desire of workers for recognition as groups in order to deal with management.
10. It should provide for two way communication and encourage co-operation among employees.
It should be framed in consultation with the trade unions.
11. It should be written in the manuals and must be communicated to every employee of the
organisation.
12. It must assure justice to the workers.
13. It should be framed keeping in mind that each individual is different from another i.e., there
are individual differences among the employees.

Human Resource Management: Objectives


To help the organization reach its goals.
To ensure effective utilization and maximum development of human resources.
To ensure respect for human beings. To identify and satisfy the needs of individuals.
To ensure reconciliation of individual goals with those of the organization.
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To achieve and maintain high morale among employees.


To provide the organization with well-trained and well-motivated employees.
To increase to the fullest the employees job satisfaction and self-actualization.
To develop and maintain a quality of work life.
To be ethically and socially responsive to the needs of society.
To develop overall personality of each employee in its multidimensional aspect.
To enhance employees capabilities to perform the present job.
To equip the employees with precision and clarity in transaction of business.
To inculcate the sense of team spirit, team work and inter-team collaboration - See more at:

Goals of Human Resource Management


The human resources department plays an important role to the success of an organization.
Depending on the organization, human resource management may also be referred to as human
resources, HR or human resource development. The human resources department within an
organization oversees employee relations, including determining salaries and wages, hiring staff
and establishing employee performance objectives. The policies and procedures in regards to
employee relations, which are coordinated by human resources management, are consistent with
the overall business goals and objectives of the organization.
Purpose
Some of the overall goals of human resources management are to ensure that all employees
perform their duties to promote the goals of the company. Also, human resources are responsible
for taking the full advantage of the capabilities of the employees and placing the right employees
in the right job positions.
Business Activities
Human resources management encompasses a series of business activities and procedures used
to manage the employees within a business organization. The human resources policies and
procedures typically consist of the expectations that managers expect of their employees, as well
as the benefits and compensation offered to the employees. Some of the most essential business
activities performed by human resource managers are the recruitment of employees, employee
training and the retention of valuable employees.
Plan
Human resources develop programs designed to ensure that the performances of the employees
within the business organization are aligned with the organizations mission. Human resource
management analyzes the purpose of the mission and establishes policies and procedures to
control the selection and development of the organizations employees.

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Classification
In addition to implementing plans and procedures to attract and retain employees, human
resource management determines the most important job responsibilities based upon the goals
of an organization and classifies job titles, as well as the responsibilities for each job title. The
training and development of the employees depend upon the purpose of specific jobs and how
individuals placed in these job roles can help the organizations mission.
Ethics
Human resource management handles diversity in the workplace. In many business organizations,
the makeup of the employees may consist of individuals with different backgrounds, qualifications
and experience. Human resources set employee objectives to make sure that the differences in
employees are respected. There are also programs established that address personal issues
concerning violence, spirituality, personal wellness and benefits. These issues are usually specified
in employee personnel manuals, which also may include other company regulations.

HR policies should possess the following characteristics:


Characteristics
1. The HR policy should present the principle that will guide the organisations actions and reflect
a faith in the ethical values of employees.
As Peter Drucker has observed, The policies of an enterprise have to be balanced with the kind of
reputation an enterprise wants to build up with special reference to the social and human needs,
objectives and values.
It should be consistent with the overall philosophy and objectives of the organisation, as well as
with labour laws and public policy.
2 The HR policy should be formulated after considering the long range plans and needs of the
organisation.
The policy should be definite, positive, clear and easily understood by everyone in the
organisation so that what it proposes to achieve in the long term is evident. Only a clear policy
statement can serve as a guide to thinking and decision-making.
3. The HR policy must be reasonably stable but not rigid. It should be flexible to cover a normal
range of activities. Change in a policy should be made only when it is essential and at fairly long
intervals.

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4. The HR policy should be formulated with due regard for the interests of all the concerned
parties the employers, the employees and the public community.
It should be stated in the broadest possible terms so as to serve as a guide in practice now and in
the future.
5. The HR policy must be developed with the active participation and support of the management
and the co-operation of employees at the shop floor level and in the office. It should be
formulated with active participation of the trade unions as well.
6. The HR policy should be definite so that it is easy to understand. It should be stated in clear,
definite and easily understood terms so that what it proposes to achieve is evident.
7. The HR policy must provide a two-way communication system between the management and
the employees. It should be communicated in writing so as to remove any confusion. This is
necessary to prevent misunderstanding and to ensure uniformity of application.
8. The HR policy should be consistent with public policy. A good HR policy should recognise
individual differences and respect human dignity. It should be based on consistency in treatment
to all employees without any favouritism or discrimination.

Components of a Human Resource Management System


A solid HR management system is multi-faceted.
On a basic level, human resource management is about recruiting, hiring and managing
employees. However, an effective human resource system entails many more aspects of the
organization, including organizational culture and ensuring health and safety. With an
understanding of these components of an HR management system, business owners and
managers can effectively structure their business processes.
Organizational Culture
Organizational culture is the collection of values, working norms, company vision, habits and
beliefs that the business espouses. The HR management system plays a large part in shaping the
organizational culture. Setting policies, procedures and company standards dictates to employees
the behaviors that are acceptable in the workplace. For example, a policy may state that time
management is important to the business, which fosters timeliness among employees, or HR may
adapt a looser time management policy that values employees' freedom to manage their own
schedules. In essence, the organizational culture affects the way people do their work and interact
with one another and with customers.
Planning for Change
The business world changes rapidly. New technology is introduced, employees come and go, and
the finances of the company fluctuate. HR's role in helping to stabilize the company for change
cannot be understated. Planning for change means helping employees understand their roles in
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the larger picture of the company. It's about building bridges between departments and managers
and getting people to talk about "what-if" situations. HR takes this information and develops a
management plan for disasters, for changes in workflow and for reassuring employees in times of
crises or frightening change.
Training and Development
Almost all employees, even ones that are highly educated or skilled, require some level of training
because each organization runs things in a different way. Policies and procedures need to be
firmly communicated to employees as part of their on-boarding process. The HR management
system is also responsible for ongoing employee development. This continuing education keeps
employees' skills fresh so they bring new and innovative ideas to the workplace.
Health and Safety
The HR management system plays a key role in ensuring health and safety in the workplace. This
can be achieved through policies and procedures, but the HR function may go a step further to
make sure employees understand the risks of certain activities. For example, if there is heavy
machinery in the office, HR can post warning signs and posters listing the steps to take in case of
an emergency. This minimizes the possibility that an accident will occur and helps to eliminate any
subsequent legal action that might be taken against the company.
Recruitment and Retention
While recruitment and retention may seem like a given for HR management systems, it is the
anchor of all HR's policies and systems. Finding qualified workers, keeping them engaged with the
company, training them to effectively do their jobs and providing incentives for further education,
benefits and compensation are all drivers to organizational success and should be constantly on
the minds of HR managers.
1. Acquisition
Acquisition function is concerned with recruitment and selection of manpower requirement for an
organization. It ensures that the company has the right number of people at the right place and at
the right time who are capable to complete required work. It is the starting point of human
resource management function. Acquisition is primarily concerned with planning, recruitment,
selection and socialization of employees. It selects and socializes the competent employees who
have adopted the organization's culture.
2. Development
Development phase begins after the socialization of newly appointed employees in an
organization. It is concerned with imparting knowledge and skill to perform the task properly.
Moreover, it is an attempt to improve employee performance by imparting knowledge, changing
attitudes and improving skills. It can be done through teaching, coaching, class-room courses,
assignments, professional programs and so on. The ultimate goal of employee development is of
course to enhance the future performance of the organization by the efficient employees. The
development of employees is not only for newly appointed employees, it is also for existing
employees to develop them according to change in internal and external environment.
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3. Motivation
Only training and development do not inspire employees to do better work. For this, they should
be motivated. Here motivation means an activity which induces and inspires people to perform
well in actual work floor. Motivation includes job specification, performance evaluation, reward
and punishment, work performance, compensation management, discipline and so on. It is
important for better work performance because high performance depends on both ability and
motivation.
4.Maintenance
Maintenance is the last components of human resource management. it is concerned with the
process of retaining the employees in the organization. This contributes towards keeping the
employees who can do extremely better for the organization. It creates such a homely and
friendly environment for those high performers, and make them to remain in the same
organization for a longer period of time. This requires that the organization should provide
additional facilities, safe working conditions, friendly work environment, and satisfactory labor
relations. If these activities are performed in right manner, we can expect to have capable and
competent employees in the organization. These employees are committed to the organizational
objectives and are satisfied with their jobs.

Hr management skills
HR Management Key Skill #1: Organization
HR management requires an orderly approach. Organized files, strong time management skills,
and personal efficiency are key to HR effectiveness. Youre dealing with peoples lives and careers
here, and when a manager requests help with a termination or a compensation recommendation
or recognition program, it wont do to say, Ill try to get to that if I have time.
HR Management Key Skill #2Multitasking
On a typical HR day, an HR professional will deal with an employees personal issue one minute,
an intermittent leave question the next, and a recruiting strategy for a hard-to-fill job the minute
after. And thats to say nothing of social media, wage/hour, engagement, retention, and a whole
host of other things, every one critical to someone.
In HR, if its not one thing, its another. Priorities and business needs move fast and change fast,
and manager A who needs someone hired doesnt much care if youre already helping manager B
who needs someone fired. You need to be able to handle it all, all at once.
HR Management Key Skill #3Dealing with Grey
A surprisingly large percentage of the issues HR managers face are in the grey area. Is it
discrimination? Is it harassment? Whats a reasonable accommodation? How far over backward
do you have to lean to approve intermittent leave? HR managers have to be able to act with
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incomplete and best available information, and they have to know when to seek the
professional help of colleagues, attorneys, and other experts.
HR Management Key Skill #4Negotiation
Along with grey comes the need to negotiatethere are often two or more opposing views, and
the successful HR pro can find an acceptable middle ground. Remember, the goal of negotiation is
to end up with two parties that are satisfied with the outcome, and thats not often easy to
achieve.
HR Management Key Skill #5Communication
HR professionals have to communicate up to management, over to managers, out to potential
employees, and down to all levels of current employees. And they have to do it in writing, while
speaking to large and small groups and, increasingly, through social media. They have to be
convincing, caring, and believable.
HR Management Key Skill #6Discrete and Ethical
HR professionals are the conscience of the company, as well as the keepers of confidential
information. As you serve the needs of top management, you also monitor their actions toward
employees to be sure that policies and regulations are followed. You need to be able to push back
when they arent in order to keep the firm on the straight and narrow. Not an easy responsibility!
Of course, you always handle confidential information appropriately, and never divulge it to any
unauthorized person.
HR Management Key Skill #7Dual Focus
Employees expect human resources professionals to advocate for their concerns, yet you must
also enforce top managements policies. The HR professional who can pull off this delicate
balancing act wins trust from all concerned.
There are times you must make decisions to protect the individual and other times when you
protect the organization, its culture, and values. These decisions may be misunderstood by some,
and you may catch flak because of it, but you know that explaining your choices might
compromise confidential information. Thats something you would never do.
HR Management Key Skill #8Conflict Management and Problem Solving
News flash! Everyone doesnt always get along with everyone else. High productivity demands
that people work together at least civilly. HR has to find ways to allow that to happen. And thats
to say nothing of the myriad other problems that hit HRs in-boxyou cant be effective without
problem-solving ability.
HR Management Key Skill #9Change Management
Most companies today are in a constant state of flux. Task forces, matrices, and teams spring into
being, do their jobs, and disband as others form. Hierarchies have been squashed, and companies
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have four or five generations working side by side. A lot of people are freaked out by whats going
on. HR has to help everyone cope with the constant changes.

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