Human Resource Management Arpita Sharma Ph.D. Research Scholar Dept. of Agricultural Communication G. B. Pant University of Ag.& Tech. Pantnagar, Uttarakhand
Three things are necessary to make every man great: Conviction of the powers of goodness; Absence of jealousy andsuspicion and Helping all who are trying to be and do good .
Human Resource Management Human resource management (HRM) Is the strategic and coherent approach to the management of an organizations most valued assets. The people working there who individually and collectively contribute to the achievement of the objectives of the business.
Contii---- HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. It was first coined in George Washington University in USA.
Contii--- Basic Definition ‘managing the employment relationship’ (Tyson, 1987) Key Assumption Employees are the most important asset of the organization
Objectives of Human Resource Management To make individual realize his important in organization and to provide ample opportunity to function effectively. To empower the individual. To enable employee to work with motivation, responsibilities and develop fully.
Contii--- Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Issues related to Human ResourceManagement Compensation Hiring Performance management Organization development Safety Wellness Benefits Employee Motivation communication Administration Training.
Contii-- Resource Management is a facet of project management that deals with the human, financial, distribution and demands of project resources. Careful management of human resources leads to the path of project success. Mismanagement of resources can lead to project failure, overtime, budget overages and other unfortunate events.
Key Elements of Human Resource Management Resource Plan – Every project plan should have a resource plan as its component. The resource plan should contain all aspects of your project from beginning to end that pertain to resources required.
Contii---2) Resource Breakdown Structure – We will break down the resources required to complete the project in a hierarchy – as we would in a work breakdown structure or an organizational breakdown structure.
Contii--3) Responsibility Assignment Matrix – this is where the resource or organizational breakdown structure meets up with the work breakdown structure to assign responsibilities to the various branches in the hierarchy.
Contii---4) Resource Overallocation – Overallocation of a resource is when a resource has been assigned more work than can be completed during normal work hours. Resource allocation often leads to overtime and overspending on financial resources.
Contii---5) Resource Histogram –This graphic representation can cue project managers whether there are any resources being overallocated.
Contii---6) Resource Dependency – If two tasks require the same resource to complete them, then these tasks are resource dependent. If a task can only be completed by one resource, it is resource-dependent. A resource dependent task has particular constraints linking it to a particular resource.
Contii--7) Resource Leveling – Leveling resources involves redistributing an imbalance of allocated work. It assists project team members by keeping them from becoming overwhelmed, working overtime, or running into project burnout.
Key Functions Human Resource Planning Recruitment & Selection Compensation & Benefits Performance Appraisals Training & Development
Features of Human Resource management Its features include: Organizational management Personnel administration Manpower management Industrial management
Contii--- Human Resource Management (HRM) is seen bypractitioners in the field as a more innovativeview of workplace management than thetraditional approach.
Contii--- Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce. To provide the resources needed for them to successfully accomplish their assignments.
Contii--- HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.
HRM strategy An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organizations HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies,
Contii---- Functional areas of HRM need to be aligned and correlated. In order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas.
An HRM strategy typically consists of the followingfactors The implementation of an HR strategy is not always required and may depend on a number of factors namely the size of the firm, the organizational culture within the firm or the industry that the firm operates in and also the people in the firm.
An HRM strategy can be divided in generalinto two facets - The people strategy pertains to the point listed in the first paragraph namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the policies employed within the HR functional area itself, regarding the management
Functionsof Human Resources Management (HRM) Staffing Hire employees to fill these needs Recruiting and training the best employees, ensuring they are high performers, dealing with performance issues
Contii--- Ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation
Contii--- Employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they cant yet afford part- or full-time help.
Contii---- They should always ensure that employees have— and are aware of—personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Contii--- There is a long-standing argument about where HR- related functions should be organized into large organizations.
Contii--- Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing an important role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Contii- Human resources are one of the most important features of many businesses - especially in an economy where there is an increasing shift towards service-based industries. Human resources account for a large proportion of many businesses costs and it is the people that invariably drive a business. Management of these resources therefore is an integral part of business success.
What is Human Resource Planning? “An effort to anticipate future business and environmental demands upon and organization and to provide personnel to fulfill that business and satisfy that demand” (Bowey, 1974)
Human Resource Planning Human resource planning must be integrated within the organizations strategic plans Senior management must emphasize the importance of human resource planning Human resource planning must be based on the most accurate information available
Contii--- Human resource planning must be assigned or located within a central unit A clear plan must be developed with associated time- spans and scope of activity
Functions of Human Resource Management Human Resource Management involves the development of a perfect blend between traditional administrative functions and the well-being of all employees within an organization. A Human Resource Manager ideally empowers inter- departmental employee relationships and nurtures scope for down-the-rung employee communication at various levels.
Contii-- Every organization now has an exclusive Human Resource Management Department to interact with representatives of all factors of production. The department is responsible for the development and application of ongoing research on strategic advances while hiring, terminating and training staff. The Human Resource Management Department is responsible for Understanding and relating to employees as individuals, thus identifying individual needs and career goals.
Contii-- Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture. Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.
Contii--- Generate a rostrum for all employees to express their goals and provide the necessary resources to accomplish professional and personal agendas, essentially in that order. Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.
Contii--- Recruiting the required workforce and making provisions for expressed and promised payroll and benefits. Implementing resource strategies to subsequently create and sustain competitive advantage. Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.
Contii-- Human Resource Management is responsible for an interdisciplinary examination of all staff members in the workplace. This strategy calls for applications from diverse fields such as psychology, paralegal studies, industrial engineering, sociology, and a critical understanding of theories pertaining to post- modernism and industrial structuralism.
Contii-- The department bears the onus of converting the available task-force or hired individuals into strategic business partners. This is achieved via dedicated Change Management and focused Employee Administration.
Contii-- The HR functions with the sole goal of motivating and encouraging the employees to prove their mettle and add value to the company. This is achieved via various management processes like workforce planning and recruitment, induction and orientation of hired task-force and employee training, administration and appraisals .
Contii-- Learn the Business Keep Commitments and Meet Deadlines Own Your Mistakes Learn to Ask and Listen Explain the Reasons and Help Find Alternatives Use Empathy and Keep Emotions In Check Give Credit where Credit is Due
Human resource Development HRD is a process in which employees of an organization are continuously helped in planned manner to acquire and sharpen capabilities that are required to perform various functions. HRD as planned and continuous effort by management to improve employee’ capacity levels and organizational performance through training education and development programme.
Contii--- Proper Planning and management of human resource with in extension organizations is essential to increase the capabilities, motivation and overall effectiveness of extension personnel. In order to catalyze self-reliant approach to sustainable agriculture, extension personnel of different levels also need training to become sensitive about varying needs of farmers.
Contii--- Concept of HRD is rooted in the context of organization and employees. Each human being has unlimited potentials. In order to unleash the potentials it is essentials to critically analyze and limitations.