Human Resource Management - Nature, Scope, Objectives And Function

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Published by ankur | July 24, 2009 - 2 years 42 weeks ago

Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudesof an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents andaptitudes of its employees. Human Resource Management: Defined Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives. In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. Human Resource Management: Evolution The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment.

Human Resource Management: Nature Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc. Human Resource Management: Scope The scope of HRM is very wide: 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. 3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. Human Resource Management: Beliefs The Human Resource Management philosophy is based on the following beliefs: Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent. A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource. HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization. Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness. Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs. Employee commitment is increased with the opportunity to discover and use one's capabilities and potential in one's work. It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates. 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. 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 employee's 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 employee's 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. Human Resource Management: Functions In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship. 9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing manpower management in the organization 14. Potential Appraisal. Feedback Counseling. 15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life. Human Resource Management: Major Influencing Factors In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy: Size of the workforce. Rising employees' expectations Drastic changes in the technology as well as Life-style changes. Composition of workforce. New skills required. Environmental challenges. Lean and mean organizations. Impact of new economic policy. Political ideology of the Government.

 Downsizing and rightsizing of the organizations. Culture prevailing in the organization etc. Human Resource Management: Futuristic Vision On the basis of the various issues and challenges the following suggestions will be of much help to the philosophy of HRM with regard to its futuristic vision: 1. There should be a properly defined recruitment policy in the organization that should give its focus on professional aspect and merit based selection. 2. In every decision-making process there should be given proper weightage to the aspect that employees are involved wherever possible. It will ultimately lead to sense of team spirit, team-work and inter-team collaboration. 3. Opportunity and comprehensive framework should be provided for full expression of employees' talents and manifest potentialities. 4. Networking skills of the organizations should be developed internally and externally as well as horizontally and vertically. 5. For performance appraisal of the employees emphasis should be given to 360 degree feedback which is based on the review by superiors, peers, subordinates as well as self-review. 6. 360 degree feedback will further lead to increased focus on customer services, creating of highly involved workforce, decreased hierarchies, avoiding discrimination and biases and identifying performance threshold. 7. More emphasis should be given to Total Quality Management. TQM will cover all employees at all levels; it will conform to customer's needs and expectations; it will ensure effective utilization of resources and will lead towards continuous improvement in all spheres and activities of the organization. 8. There should be focus on job rotation so that vision and knowledge of the employees are broadened as well as potentialities of the employees are increased for future job prospects. 9. For proper utilization of manpower in the organization the concept of six sigma of improving productivity should be intermingled in the HRM strategy. 10. The capacities of the employees should be assessed through potential appraisal for performing new roles and responsibilities. It should not be confined to organizational aspects only but the environmental changes of political, economic and social considerations should also be taken into account. 11. The career of the employees should be planned in such a way that individualizing process and socializing process come together for fusion process and career planning should constitute the part of human resource planning. To conclude Human Resource Management should be linked with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. All the above futuristic visions coupled with strategic goals and objectives should be based on 3 H's of Heart, Head and Hand i.e., we should feel by Heart, think by Head and implement by Hand.

Human Resource Development

1.

Train trainers in case detection, 1. Develop training reporting and management guidelines of arsenicosis 2. Develop training modules 2. Train district medical officers in 3. Conduct workshop for arsenic affected countries training of trainers 3. Train laboratory scientists/technicians in the Standard Operating Procedure for arsenic testing and removal

Human Resource Development (HRD) is the use of training, organisational development, and career development efforts to improve individual, group, and organisational efficiency to mobilize
workforce.

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Human Resource Development helps to: Develop the key competencies that allow individuals in organizations to perform current and future jobs, through planned learning activities Groups within organizations initiate and manage change Ensure a match between an individual and organisational needs. Definition Human resource development is concerned with providing learning and development opportunities, making training interventions and planning conducting training programs. It is essentially a strategic process, which is concerned with meeting both business and individual needs. According to T.V.Rao, "HRD is a continuous planned process by which employees are helped" There are several competing definitions for HRD including things such as unleashing human potential, training and development, career development, organisational performance, complex systems, organisational change and development, and other issues. The publications of the Academy of Human Resource Development (www.ahrd.org) have many thriving examples of HRD practice, theory, and application.

For understanding theHRD Audit as conducted in different organizations

HRIS Model
I think we all know and more understand about what is HRIS based on the previous class. HRIS is a kind of technology that managing human resource by using software or system. Since we know the role of HRIS, but do we know how its functions? Now, I would like to discuss about HRIS model which can help us to know more about how HRIS can function so effectively. If we know how the HRIS model is functioning, it will be very useful for us because once we work in an organization, there will be an opportunities to face this kind of system that need us to handle. Therefore, we must become a competent employee that full of knowledge because nowadays is this advance technology world. First of all, HRIS model consists of 3 set of components which is Input Subsystem, HRIS Database, and Output Subsystem. I think is quite hard for us to understand without the graphic of the HRIS model. Below is the graphic showed the HRIS model.

Figure 1: Resource Flow of HRIS Model The figure 1 shows the resource flow of HRIS model by Raymond (1995). As you can observe through the HRIS model, it has three set of components which are Input subsystem, HRIS database, and Output subsystem. In Input subsystem, there are three main subsystems which are data processing, human resource research, and human resource intelligence. Some input data might include software that can transform the data into the format that needed and required. The second one is HRIS database, all the data and information can be store in computer storage. The software such as Database management system (DBMS) can help to perform the maintenance processes. The last one is output subsystem which contain all the output related to HR consists of workforce planning subsystem, recruiting subsystem, workforce management system, compensation

subsystem, benefit subsystem, and environmental reporting subsystem.

By learning HRIS model can be useful for our future job because we are in the field of human resource. In my pass experience, I work internship at training centre which called Education and Training Professional (ETP). In that time, I do not know about all kind of HR system that used by the organization. But after I been introducing to the system which used for managing human resource in many kind of thing such as attendance, performance and others, I more understand the important and benefits that we can get through the HRIS. In my opinion, the function of the organization will become more effective with the existing of HRIS. Besides that, we can save a lot of time in insert the data through computer if compare to record it in paper. Therefore, I think HRIS is very important for the organization to be more competent and more competitive.

Reflective Topic in Week 7: HRIS Model

Based on lectured from Dr. Nur Naha, she said HRIS model consists of 3 sets of components that is input subsystems, HRIS database and output subsystems. The important of input subsystems are firstly in accounting information system is personal information and payroll related information. Personal information such as detail information about employees include name, identity card numbers, period time working in organization and background academic also or position in organization by department. Moreover, payroll related information also give a lot advantages to company such as easy to access and determine how much should company pay to their employee.

Second part include in input subsystems is HR research subsystems. That is about job description and specification. Job description is structure analysis into written statement of responsibilities and task. Job specification is list specific that applicant will need to perform job. Both of the HR research subsystems contribute two points that is succession planning and job description and work evaluation. The succession planning consists of placement of employee because sometimes employees not only focus on their job without look important to help each others for especially an organization each department must be responsible to achieve goal together. However, for job description and work evaluation consist of description of job to be performed. It allows for employees to understand his job role and what he/she needs in terms of self development Thirdly, research complains be able to collect data that provides the organization in making decisions about its products and services. This allows for improvements to be made to current products within the organization. For examples production can provide better product and unique through globalization also can penetrate international market.

Besides that, HR intelligent subsystem is will collect data related to HR from the organizational environment consists to several parties such as government, supplier, union financial institution and competitors intelligent. For examples the ability of a computer or other machine to perform those activities that are normally thought to require intelligence. The branch of computer science concerned with the development of machines having this ability. Ability of a machine to perform tasks thought to require human intelligence. Typical applications include game playing, language translation, expert systems, and robotics. Although pseudo-intelligent machinery dates back to antiquity, the first glimmerings of true intelligence awaited the development of digital computers in the 1940s. AI, or at least the semblance of intelligence, has developed in parallel with computer processing power, which appears to be the main limiting factor. Early AI projects, such as playing chess and solving mathematical problems, are now seen as trivial compared to visual pattern recognition, complex decision making, and the use of natural language[1]. For the second main point in HRIS models is HRIS Database. Have two types of data that is data on HR and non data related to HR. commonly data on HR is any particular work related data such as in data collection activities on structured interview[2]. For non HR related data such as on government agencies, Private sector, Universities, and Unions. Furthermore Output Subsystems that its contains output related to HR, subsystems and procedures in HRIS. Consists of workforce planning, recruiting, workforce management, compensation, benefit, and environments reporting subsystems. Like that this figure.