22 Human Resource Management

Contents

1. Objectives

2.  Introduction

3. Concept of human Resource management

4.  Characteristics of Human Resource Management

5.  Need for Human Resource Management

6.   Principles of Human Resource Management

1. Objectives

At the end of the module, the learner will be able to-

• To explain the Concept of human Resource management
• Identify Characteristics of Human Resource Management
• Identify Need for Human Resource Management
• Recall Principles of Human Resource Management

2. Introduction

Human Resource Management- Concept, need and principles

a.   Any organisation sets its organisational goals based on its following resources:

b.  Physical resources which may be the numbers of computers or space that an organization has.

c.   Financial Resources which is the budget allocated for the organization.

d.   Human Resources are its employees.

3. Concept of human Resource management

Human Resource and its Management at the family level

Before we go to human resource we need to understand human resource management that happens even at our family level. Human resource management happens wherever there is more than one person in an organisation.

It starts at the family level. Family members depending on its objectives take different roles and responsibilities for the accomplishment of family objectives.

The head of the household would harness all available resources including family members to find the best in them in order to achieve whatever may be needed or desired. The head of the family would ensure all play their roles to the best of their abilities.

Thus we can see that the division of labour depends on the philosophies, values and expectations of family members and which are rooted in the wider society, be it a clan, a tribe or religion.

Human Resource in an organisation

People in work organizations are endowed with a range of abilities, talents and attitudes, they influence productivity, quality and profitability of the organisation.

People set overall strategies and goals, design work systems, offer services, monitor quality, allocate financial resources, and market the products or services.

Therefore individuals become ‘human resources’ by virtue of the roles they assume in the work organization.

Employment roles are defined and described in a manner designed to maximize particular employees’ contributions to achieving organizational objectives.

Management of people

Management of people is no different from the management of other resources of organizations as we try to make optimum possible utilization of resources so to achieve the organisational goals

What makes human resource different from physical and financial resources is the nature of the human resource i.e. its employees the people who have their own set of thoughts, feelings and behaviour which are influenced by varied factors. Human resources can be developed by providing education, training and counseling and can contribute to its best through the provision of appropriate motivation. On the other hand physical and financial resources are of no use without human resources. Human resource activates the other resources.

Two perspectives to human resource

One perspective to human as a resource

Human beings are potentially creative and complex.

The Whole behaviour a person is influenced by many diverse factors originating from either the individual or the surrounding environment

Behaviour and performance of the ‘human resource’ is an influenced by at least four variables which are as follows ability, motivation, role perception and situational contingencies.

The other perspective of human as a resource

Emphasizes the problematic nature of employment relations Employers view human resources differently from other resources

Every person or employee has differing abilities, personality traits, gender, role perception, difference in experience

Human Resource Management

Human resource management (HRM) is the governance of an organization’s employees. HRM is sometimes referred to simply as human resources (HR).

According to Bratton and Gold, Human resource management is “That part of the management process that specializes in the management of people in work organizations.”

According to Wancevide and Gluecle, “Human Resources Management is the function performed in organizations that facilitates the most effective use of people or employees to achieve organizational and individual goals.”

HRM is a process of making the efficient and effective use of human resources so that the set goals are achieved.

Human Resource Management is responsible for maintaining good human relations in the organisation.

It is also concerned with development of individuals and achieving integration of goals of the organisation and those of the individuals.

Thus based on the definitions of Human Resource Management it is understood that Human resource management is-

Action Oriented: It focuses on action, rather than on record keeping, written procedure or rules as human resources are to be managed through action oriented programmes rather than written records.

Individually Oriented: It considers each employee as an individual and offers services and programmes to meet the individual needs as each human resource is unique with different abilities and needs

Future Oriented: It is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees.

4.   Characteristics of Human Resource Management

• HRM pervades through the entire organization right from people working in housekeeping section to managerial level. Every person in an organization is involved with personnel decisions.
• It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shape and form at each level in the organizational hierarchy but the basic objectives, achieving organizational effectiveness through effective and efficient utilization of human resources remains the same. It is basically a method of developing potentials of employees so that they get maximum satisfaction of their work and give their best efforts to the organization.
• It is a continuous function as the focus of an organization is on achieving its goals. It cannot be practiced only one hour each day a week. It requires a constant alertness and awareness of human relations and their importance in everyday organization.
• It is conscious of its social obligations towards society in general and to employee in particular. Importance of Human Resources Management Human resources, along with financial and material resources contribute to the production of goods and services in an organization. Physical and monetary resources by themselves cannot improve efficiency or contribute to an increased rate of return on investment. It is through the combined and concerted efforts of people that monetary or material resources are harnessed to achieve organizational goals.

5.  Need for Human Resource Management

An organisation needs efficient people to achieve organisational goals over a period of time. Good Human resource practice can help in attracting and retaining the best people in an organization. Planning alerts the company to the types of people it will need in the short, medium and long-run.

It is essential to select best people to appropriate positions to achieve organizational goals. It appropriates recruitment and selection activities, identify the best people for available jobs and make sure they are placed in suitable position.

An organization needs people with different set of skills with changing times for consistent performance. Performance appraisals and training develop individuals who need skills, knowledge and attitudes different from those they currently possess.

An organisation needs motivated employees to give consistent best results. Good human resources practice can also motivate organizational members to do outstanding work.

6.      Principles of Human Resource Management

The principles of human resource management provide guidelines for management of human resources. The principles of human resource management are as follows:

a. Principle of previewing, training/forming and providing human resources in relation to the requirements of scientific and technical revolution and the concrete needs of organizations. In case an organisation is planning to expand its services in the online mode, then the first step in human resource management is to examine the skills possessed by current employees and decide if they are ready to take on the new responsibility or they need add on training to fulfil the responsibility.

b. Principle of continuous training of human resources for the purpose of saving financial resources on the one hand and rapid integration into employment of human resources on the other hand.

c. Principle of recruitment, selection and orientation in relation to the needs of ensuring consistency between quantitative and qualitative employment resources and available jobs.

d. Principle of personnel assessment, physical energy and mental stress resulting from the assessment of workstations and work performance.

e. Principle of motivation of employees, establishment and differentiation of remuneration in relation to the weight and the intensity of the work and the quantitative and qualitative performances, promoting and building professional careers. For motivating employees, there is no single strategy that can prove to be effective to motivate all the employees at once and keep them motivated throughout their employment. Every employee is unique, with unique needs, values and ideas. For instilling organisation wide motivation, the use of multiple strategies is essential to reach to each and every individual. .

f. Principle of employee protection facing the risks of illness and accidents at workplace and the social protection facing social risks that cannot be previewed. Health, safety and employee welfare in form of insurance or accident benefits are the basic requirements for employee protection. The provision of adequate safety and welfare arrangements is important both in terms of complying with the law, and keeping the employees satisfied and motivated. Employees tend to perform better and be happier at their workplace if they are working in a safe and healthy environment.

g. Principle of maximum economic efficiency of utilization of all resources in conditions of security and health protection, highlighting the productivity gains on workstation, individuals or work teams.

h. Principle of information, communication, personal negotiation and by representatives (unions, associations, councils, etc.). The employee representatives set the norms governing hiring, firing, promotions, welfare schemes, incentives etc. at the workplace. In a way the representatives act as a voice for the employees.

i. Principle of integration, cooperation and the participation of employees in decision-making for the achievement of the organizational objectives

Case 1:

An educational institution decides to conduct its term end examination which usually happens in the month of October and April in an online mode. For conducting the examination in an online mode, it needs employees who are trained in the use of computer hardware and software. Based on this need, the institution selects employees, who are proficient in the use of networking, computer hardware, and software. These employees are trained to conduct the examination in an online mode under the supervision of the Examination Incharge. The examination is conducted successfully in an online mode for the month of April. The institution is then in a dilemma as to what should be done with the staff that was employed and trained for the purpose of examination in the online mode as the next examination would happen only in the month of October.

There are three alternatives that the Management can select. 1) Employees can be fired from their posts. 2) Employees can be retained by training them so that there services would be utilized throughout the year for ICT integrated internal assessment and teaching teach 3) The employees can be retained by asking them to do some odd jobs in the institution. Which of these alternatives would you select? Justify your choice.

References

• Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
• “Introduction to Human Resource Planning.” The Chap’s Diary, 24 Jan. 2017, chapsdiary.blogspot.in/2014/05/introduction-to-human-resource-planning_11.html.
• Ciuntu, C. (2012). Fundamental roles and principles of human resources management. Defense Resources Management in the 21st Century. Retrieved January 23, 2017 from
  http://conference.dresmara.ro/conferences/2012/43_Ciuntu.pdf
• Itika, J. (2011). Fundamentals of human resource management: Emerging experiences from Africa. African Studies Centre, African Public Administration and Management series, 2, Retrieved January 27, 2017 from
  https://openaccess.leidenuniv.nl/bitstream/handle/1887/22381/ASC-075287668-3030-01.pdf?sequence=2