Human resource management (HRM) involves planning, implementing, and managing various human resource functions within an organization, including recruitment, selection, training, career development, and more. The scope of HRM includes ensuring personnel needs are met, managing employee welfare, and handling industrial relations. HRM aims to make optimal use of human resources to foster individual development and comply with legal mandates. Key HRM roles include staffing the organization, recruiting and training employees, managing performance, and ensuring compliance with regulations. As a management discipline, HRM incorporates theories from psychology, sociology, and biology but often relies on simplistic models that do not fully capture the complex constraints of human behavior within organizations.

1. Razon, Rizzele T. November 8, 2011
MM09303 Prof. Rey J. Villegas
1. Why HRM?
Because it entails planning, implementing, and managing recruitment, as well as
selection, training, career, and organizational development initiatives within an
organization.
2. What are the scopes of HRM? What does HRM try to influence in the
organization?
The scope of human resource management:
Personnel aspect – This is concerned with manpower planning, recruitment,
selection, placement, transfer, promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.
Welfare aspect – It deals with working conditions and amenities such as canteens,
creches, rest and lunch rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities, etc.
Industrial relations aspect – This covers union-management relations, joint
consultation, collective bargaining, grievance and disciplinary procedures,
settlement of disputes, etc.
Businesses and organizations rely on three major resources: physical resources, such as
materials and equipment; financial resources, including cash, credit, and debt; and human
resources or workers. In its broadest sense, HRM refers to the management of all
decisions within an organization that are related to people. In practice, however, HRM is
a tool used to try to make optimum use of human resources, to foster individual
development, and to comply with government mandates. Larger organizations typically
have an HRM department and its primary objective is making company goals compatible
with employee goals insofar as possible. Hence, for a company to attain its goals, it must

2. have employees who will help it attain them.
3. What are the roles of HRM in the organization?
Human Resources Management (HRM) functions includes a variety of activities,
and key among them is deciding the staffing needs of an organization and whether
to use independent contractors or hire employees to fill these needs, recruiting and
training the best employees, ensuring they are high performers, dealing with
performance issues, and ensuring your personnel and management practices
conform to various regulations.
4. What does HRM manage in an organization?
Human Resource Management (HRM), as a sub-discipline of management
science, is in its infancy. HRM practices are often Utopian in expectation and fail
to incorporate a realistic view of existing knowledge bases in the psychological,
social, and biological sciences. The HRM discipline relies upon theoretical
approaches (eg theories of motivation, satisfaction, and performance) which are:
Almost invariably linear in conceptualisation and depend largely upon
correlational evidence, Frequently validated within non-representative contexts
that are overly constrained by researchers; and Overly simplistic in that the
constraints and patterns imposed by our biological, psychological and social
systems are frequently ignored or assumed to constitute random error within the
models.
5. Make a matrix or a short story of how HRM developed as a management science.
 The human resource management expresses different characteristics in different
countries, different professions and different enterprises. It is the breakthrough for
current deep investigation in the realm of human resources management to abandon
form elephant factors, to proceed to solve the “Black Box”, to explore the determining

3. factor of different management modes and to find out the inner regulations of causes
and effects. This will induce the sources of the creation of those modes, and then from
the input factors faced by Chinese enterprise deduce the input characteristics of
human resource management. With the consideration that the exterior environment
faced by China’s enterprises is the choice made by workers of enterprises by passing
the market, therefore there exists the cares of the lack of the guarantee benefits and
the farsighted development opportunities. The characteristics of business enterprise in
human resource management modes lie in the installations of human resource, which
should regard foster as the lord and in draught the assist; in human resource
management, which adopt type of systematize with human emotions; on the human
resource usage, which should adopt the limited entrance and inner promotion; in
human resource encouraging, which should adopt the combination of material
guarantee and spirit encouragement.
6. What are the competencies that are expected from an HR manager?
To fulfill their basic role and achieve their goals, HRM professionals and departments
engage in a variety of activities in order to execute their human resource plans. HRM
implementation activities fall into four functional groups, each of which includes
related legal responsibilities: acquisition, development, compensation, and
maintenance.