The most important resources that a business
Human resources are without a doubt the most important resources that a business has, in addition to being both the simplest and the most challenging to manage! The evaluation of manpower requirements is only one of the goals of human resource management (HRM), which also includes management and employee retention goals. To this end, Human resource management is accountable for the efficient conception and execution of a wide range of policies, processes, and programmes.
It is all about cultivating and controlling one’s knowledge, skills, creativity, aptitude, and ability, as well as making the most of what one already has. Managing and making the most of people’s brainpower is just one aspect of human resource management; the field covers much more ground. In addition to this, it emphasizes the management of the workers’ physical and emotional capital.
The purview of human resource management
Taking into account the complexities involved, the purview of human resource management (HRM) is expanding with each passing day. It includes, but is not limited to, Human Resources planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial Relations, grievance handling, legal procedures, and other administrative tasks.
To put it another way, we may say that it is about building and maintaining harmonious relationships in the workplace and striking a balance between individual aspirations and the aims of the business. The realm of human resource management (HRM) encompasses a vast and comprehensive area of study and practice. As a result, giving a clear and succinct explanation of it is quite challenging.
HRM in Personnel Management
On the other hand, we may place the same thing under the following categories: HRM in Personnel Management: Direct manpower management typically encompasses activities such as workforce planning, hiring (recruitment and selection), training and development, induction and orientation, promotion, compensation, transfer, layoff and retrenchment, and employee productivity.
The overarching goal here is to determine individual growth, development, and effectiveness, all of which will contribute in some way, however indirect, to the development of the company. In addition to this, it entails the evaluation of past performance, the acquisition of new skills, the distribution of compensation, incentives, and allowances, as well as the rules and processes about travel and any other relevant courses of action. Regarding HRM’s Role in Employee Welfare: The working conditions and facilities available at the workplace are the focus of this specific component of human resource management (HRM).
HRM has a diverse range of duties and services
This encompasses a diverse range of duties and services, including medical care, welfare money, social security, and safety services, among others. In addition to this, it addresses the hiring of safety officers, the creation of an atmosphere in which employees look forward to coming to work, the elimination of hazards in the workplace, support from upper management, job safety, the protection of machinery, cleanliness, adequate ventilation and lighting, sanitation, medical care, benefits for employment-related injuries, benefits for personal injuries, benefits for pregnant workers, benefits for unemployed workers, and benefits for families.
It is also related to education and training, as well as the supervision of workers, the counselling of employees, the establishment of harmonious relationships with employees, and so on. The concept of “employee wellbeing” refers to the process of identifying the genuine requirements of staff members and working together with management to meet those requirements. In addition to this, it is responsible for providing services such as canteens, creches, rest and lunch rooms, housing, transportation, medical aid, education, health and safety, leisure facilities, and so on.
HRM in Industrial Relations
Due to the highly sensitive nature of this field, HRM in Industrial Relations necessitates cautious interactions with labour or employee unions, the redressing of their complaints, and the efficient resolution of any disputes that may arise, all to preserve peace and harmony within the organisation. It is the art and science of understanding employment (union-management) relations, collaborative consultation, disciplinary processes, problem-solving with the help of cooperative efforts, understanding human behaviour and preserving work relations, collective bargaining, and settling disagreements.
The primary objective is to protect the interests of workers by ensuring the greatest possible degree of comprehension to the extent that this does not have a detrimental effect on the organisation. Establishing, cultivating, and fostering industrial democracy is the goal here, with the end goal being to protect both the interests of workers and those of management. Because the HRM scope is so extensive, it is impossible to adequately describe it in a few words. On the other hand, to simplify things and get a better knowledge of the topic at hand, we will split it into the three categories that have been presented here.
