INTRODUCTION

HUMAN RESOURCES MANAGEMENT

INTRODUCTION:
Different terms are used to denote human resource management. They are: Labor
management, labor administration, labor-management relations, employee-employer
relations, industrial relations, personnel administration, personnel management, human
capital management, human asset management, human resource management and
the. Though these terms can be differentiated widely, the basic nature of distinction lies
in the scope or coverage and evolutionary stage. In simple sense, human resource
management means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirements. Personnel management as defined by institute of all personnel
management in the U.K. and subsequently adopted by Indian institute of personnel
management is as follows:
Personnel management is a responsibility of all those who manage people as
Well as being a description of the work of those who are employed as specialists. It is
that part of management which is concerned with people at work, their relationships
within an enterprise. It applies not only to industry and commerce but to all fields of
employment.
This definition can be summarized as follows:
I.

Personnel management is a responsibility of all line managers in an

organization, viz.,general manager, production manager, marketing manager,
finance manager, etc., andit is a staff function, i.e., it is the function of
personnel manager who is appointed as a specialist. Thus, all managers in
the organizations are vitally concerned with personnel management as they
must achieve organizational goals through other peoples efforts.

II.

Personnel management is a part of management. This part is concerned with

the people and their relationship within an organization.III.

This applies to all organizations in the universe, i.e., economic, social, political,
religious, etc.
SUMMARY OF DEFINITIONS
The analysis of definitions on human resource management can be summarized as
follows:

HRM is concerned with employees both as individuals and as a group in attaining goals.
It is also concerned with behavior, emotional and social aspects of personnel.

It is concerned with the development of human resources, i.e., knowledge, capability,

skill, potentialities and attaining and achieving employee goals, including job
satisfaction.

HRM covers all levels (low, middle, and top) and categories (unskilled, skilled, technical,
professional, clerical and managerial) of employees. It covers both organized and
unorganized employees.

It applies to the employees in all types of organizations in the world (industry, trade,
service, commerce, economic, social, religious, political and government department).
Thus, it is common in all types of organizations.

Human resource management is a continuous and never ending process.

It aims at attaining the goals of the organization, individual and society in an integrated
approach. Organization goals may include survival, growth and development in addition
to profitability, productivity, innovation, excellence, etc. Individual employee-goals
consists of job satisfaction, job security, high salary, attractive fringe benefits,
challenging work, pride, status, recognition, opportunity for development, etc. Goals of the
society include equal employment opportunity, protecting the disadvantaged sections and
physically handicapped, minimization of inequalities in the distribution of income by minimizing
wage differentials the society in general by organizing developmental activities, etc.

HRM is a responsibility of all lines managers and a function of staff managers in an

organization.

It is concerned mostly with managing human resources at work.

HRM is the central sub-system of an organization and it permeates all types of functional
management, viz., production management, marketing management and financial management.

Human resource management aims at securing unreserved co-operation from all employees in
order to attain predetermined goals. Human resources management (HRM) is an approach to the
management of people, based on four fundamental principles.

First, human resources are the most important assets an organization has and their effective
management is the key to its success.

Second, this success is most likely to be achieved if the personnel policies and procedures of the
enterprises are closely linked with, and make a major contribution to, the achievement of
corporate objectives and strategic plans.

Third, the corporate culture and the values, organizational climate on the achievement of
excellence. This culture must therefore be managed which mean that continuous effort, starting
from the top, will be required to get them accepted and acted upon.

Finally, HRM is concerned with integration of getting all the members of the organization
involved and working together with a sense of common purpose.HRM is a strategic approach to
the acquisition, motivation, development and management of the organizations human
resources. It is a specialized field that attempts to develop programmers, policies and activities to
promote the satisfaction of both individual and organizational needs, goals and objectives. It is
devoted to shaping an appropriate corporate culture, and introducing programmers, which reflect
and support the core values of the enterprise and ensure its success. The techniques for the
application of HRM will include many familiar functions of personnel managers, such as
manpower planning, selection. Performance appraisal, salary administration, training and
management development system, involvement commitment and productivity.