Introduction to Human Resource Management
Chapter 1 : Introduction to HRM
Definition and Concept of Human Resource Management, History of Human
Resource Management, Scientific Management Approach, Human Relations
Approach, Human Resources Approach, Functions of Human Resource Management ,
Managerial Functions, Operative Functions, Human Resource Policies and
Procedures, Emerging Role of Human Resource Management, Value of Human
Resources, Role of HR Executives, The Service Provider, The Executive, The
Facilitator, The Consultant, The Auditor, Challenges to HR Professionals,
Worker Productivity, Quality Improvement, The Changing Attitude of
Workforce, The Impact of the Government, Quality of Work Life, Technology
and Training, Strategic Human Resource Management.
Chapter Summary
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Human resources management is one of the most complex and challenging fields
of management. It deals with the people dimension in management. Over the
past eighty years, various approaches to human resource management have been
adopted by companies. The human resource approach which is currently in
vogue, has redefined the way people are treated and managed in the
organizational context.
This approach requires that employees or the work force be treated as
resources and not just as factors of production (as in the scientific
approach) or emotional beings with psychological needs (as in the human
relations approach). Basically, HRM includes the four functions of
acquiring, developing, motivating and managing the human resources. HRM
functions are broadly classified into two categories – managerial functions
and operative functions. Managerial functions include planning, organizing,
directing and controlling. |
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The operative functions of HRM are related to specific activities of HRM such
as recruitment, development, compensation and employee relations. HR
policies are based on the organizational culture and objectives and they
define the role of the HR department in an organization. They determine the
relationship between the management and the employees and the way the
employees are treated and valued in the organization.
Therefore, they determine the levels of employee satisfaction and
motivation. HR procedures help the management in implementing the HR
policies. Human resources play an important role in the development of
businesses and countries. Attracting, retaining, motivating, and developing
people with varied interests and expectations is a major HR challenge.
Moreover, challenges posed by the turbulent business environment, rapid
technological changes, a diverse workforce, and the changing legal and
governmental regulations also affect organizations. In this situation, a new
role has emerged for HR function, as a value provider, as a key player in
organizational working and as a contributor to organization's strategy.
The specialist role of the HR professional takes a number of forms: the
auditor's role, the executive's role, the facilitator's role, the
consultant's role and the service-provider's role. HRM objectives should be
in alignment with the organizational objectives, and should balance them
with the individual and social goals.
HR policies, framed after determining the objectives of HRM, are described
as a set of proposals and directions that guide the managers in pursuit of
the objectives. Today's HR professional has a lot of challenges to face in
the form of changing composition and attitudes of the work force, growing
emphasis on quality of products and services and the quality of work life,
fast paced technological changes, government policies, etc.
He has to gear up to meet these challenges effectively by being more
innovative and proactive. Strategic Human Resource Management, helps the
organization in the achievement of long-term and short-term goals through
optimum utilization of human resources. It involves the development of human
resources objectives and their alignment with the organizational objectives.
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Short Case Studies / Caselets