HRM

Human Resource Management (HRM) is the function within an organization that

focuses on the recruitment of, management of, and providing direction for the
people who work in an organization. As you can imagine, all of the processes and
programs that are touched by people are part of the HR kingdom.

The HRM department members provide the knowledge, necessary tools, training,
administrative services, coaching, legal and management advice, and talent
management oversight that the rest of the organization needs for successful
operation.

Many HR departments are responsible for organization development that generates

the culture of the organization. They are charged with oversight responsibilities to
ensure that their organization appropriately builds teams and inspires employee
empowerment.

Additional activities sponsored by HR management can include employee and

community outreach. They are frequent mentors and members of employee teams
that address philanthropic giving, employee engagement activities, and events that
involve employee families.

Objectives:

The primary objective of HRM is to ensure the availability of right people for right

jobs so as the organisational goals are achieved effectively.

This primary objective can further be divided into the following sub-objectives:

1. To help the organisation to attain its goals effectively and efficiently by providing

competent and motivated employees.

2. To utilize the available human resources effectively.

3. To increase to the fullest the employees job satisfaction and self-actualisation.

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4. To develop and maintain the quality of work life (QWL) which makes employment

in the organisation a desirable personal and social situation.

5. To help maintain ethical policies and behaviour inside and outside the

organisation.

6. To establish and maintain cordial relations between employees and management.

7. To reconcile individual/group goals with organisational goals.

Werther and Davis have classified the objectives of HRM into four categories as

shown in table 1.2.

Table 1.2: HRM Objectives and Functions:

Difference between Training & Development

There are two principal functions of the Human Resource Management i.e. Training
and Development. Both the activities aim at improving the performance and
productivity of the employees. Training is a program organised by the organisation
to develop knowledge and skills in the employees as per the requirement of the job.
Conversely, Development is an organised activity in which the manpower of the
organisation learn and grow; it is a self-assessment act. Now lets start
understanding the difference between training and development in human resource
management (HRM), in tabular form

For table refer: http://keydifferences.com/difference-between-training-and-

development.html

Short Notes:

1) Basis of promotion:

Promotion is given on the basis of seniority or merit or a combination of both. Let

us discuss each one as a basis of promotion.

Seniority as a basis: It implies relative length of service in the same organization.

The advantages of this are: relatively easy to measure, simple to understand and
operate, reduces labour turnover and provides sense of satisfaction to senior
employees. It has also certain disadvantages: beyond a certain age a person
may not learn, performance and potential of an employee is not recognized, it
kills ambition and zeal to improve performance.

Merit as a basis: Merit implies the knowledge, skills and performance record of
an employee. The advantages are: motivates competent employees to work
hard, helps to maintain efficiency by recognizing talent and performance. It also
suffers from certain disadvantages like: difficulty in judging merit, merit indicates
past achievement, may not denote future potential and old employees feel
insecure.

Article on Economic Times:

Insurance Regulatory and Development Authority (IRDA) employees approached
Andhra Pradesh High Court on the irregularities in their promotions. Aggrieved
employees allege that their promotions are not being done in accordance with
prescribed regulations, which prescribes merit, suitability and seniority of employee
should be considered while promotions. In response to this, the honourable High
Court of Andhra Pradesh issued interim stay on the promotion of employees.
The economic Times, 22-dec-12

2) Recruitment and selection Procedure

The recruitment and selection process is important for new and established
businesses alike. Your human resources department has the support and expertise
of employment specialists who assist hiring managers with the procedures to
ensure your company's leaders are making wise hiring decisions. There are
several pieces to the recruitment and selection process: sourcing candidates,
reviewing and tracking applicants, conducting interviews and selection for
employment.
3) Job evaluation:
Job evaluation is the process of analyzing and assessing various jobs
systematically to ascertain their relative worth in an organization.

Job evaluation is an assessment of the relative worth of various jobs on the basis
of a consistent set of job and personal factors, such as qualifications and skills
required.

The objective of job evaluation is to determine which jobs should get more pay
than others. Several methods such as job ranking, job grading, and factor
comparison are employed in job evaluation. Research indicates, however, that
each method is nearly as accurate and reliable as the other in ranking and
pricing different jobs. Job evaluation forms the basis for wage and salary
negotiations.