Human Resource Management (HRM) is the practice of recruiting, hiring, deploying and managing an organization’s employees. A company’s HR manager is usually responsible for creating, putting in to effect and overseeing policies, governing workers and the relationship of the organization with its employees.
HRM is really employee management with an emphasis on those employees as asset of the organization. In this context, employees are sometimes referred to as human capital, as with other business assets. The goal is to make effective use of employees, reducing risk and maximizing return on investment.
01. Societal Objectives
Measures put in to place that, respond to the ethical and social needs or challenges of the company and its employees. This includes legal issues such as equal opportunity and equal pay for equal work.
02. Organizational Objectives
Actions taken that helps to ensure the efficiency of the organization. This includes, providing training, hiring the right amount
of employees for a given task or maintaining high employee retention rates.
03. Functional Objective
Guidelines used to keep the HR functioning properly within the organization as a whole. This includes, making sure that, all of HR’s resources are being allocated to its full potential.
04. Personal Objectives
Resources used to support the personal goals of each employee. This include offering the opportunity for educations or career development as well as maintaining employee satisfaction.
Human Resource Management Functions.
▪ Employee recruiting, onboarding and retention.
▪ Talent management and work force management
▪ Job role assignment and career development
▪ Compensation and benefits
▪ Labour low compliance
▪ Performance management
▪ Training and development
▪ Succession planning
▪ Employee engagement and recognition
▪ Team building (Jon Werner, 2011)
References
Jon Werner, R. D., 2011. Human resource development.
YES! you are correct. An evaluation system that is purely subjective the evaluator simply announces whether she thinks the employee’s performance is excellent, good, fair, or poor which is apt to score low on procedural justice, being too susceptible to caprice and bias by the evaluator. Some basis for the evaluation should be offered.
ReplyDeleteA compromise scheme that uses objective measures, but tailors the “formula” to the individual situation, invites corruption or at least politicking in the formula setting up process, and as a result can lead to perceptions of procedural injustice.
you have described this very clearly
ReplyDeleteHRM is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage.
ReplyDeleteAs a department in an organizations HR Management handles all aspects of employees.
ReplyDeleteThe original Harvard approach presented by Beer et al, 1984 explicitly emphasis on the importance of multiple stake-holder interests, the relevance of situational factors, and a broad view of the long-term consequences of HRM policies and practices. Stakeholders on the Harvard model were not limited to the top management, share holders and financiers but included the employee groups, trade union, government and the the community. Issues such as business conditions, business strategy, management philosophy, technology, workforce characteristics and trade unions are considered as Situational factors.
ReplyDeleteA very well explained article. HRM is the he practice of recruiting, hiring, deploying and managing an organization’s employees. It is totally true
ReplyDeleteacquisition, development, motivation, and maintenance of human resources also mention
ReplyDelete