Date Posted: 11/3/2017 6:51:04 AM
Posted By: lucardo Membership Level: Gold Total Points: 8247
HUMAN RESOURCE MANAGEMENT Definition of Human Resource Management (HRM) Human Resource Management is the utilization of human resources to achieve organisational objectives. Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organisational goals. Nature of HRM Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. HR is multidisciplinary: It applies the disciplines of Economics, Psychology, Sociology and Law .The following constitute the core of HRM: 1. Organisations consist of the people who staff and manage organisations. 2. HRM involves the application of management functions and principles 3. Decisions relating to employees must be integrated. 4. Decisions made must influence the effectiveness of an organisation. 5. HRM functions are not confined to business establishments only. THE NATURE OF HRM • It is pervasive in nature as it is present in all enterprises. • Its focus is on results rather than on rules. • It tries to help employees develop their potential fully. • It encourages employees to give their best to the organization. OBJECTIVES Written by Steve Owuor. • To achieve and maintain high morale among employees. • To develop and maintain a quality of work life. • To be ethically and socially responsive to the needs of society. • To enhance employee's capabilities to perform the present job. • To equip the employees with precision and clarity in transaction of business. • To inculcate the sense of team spirit, team work and inter-team collaboration. BELIEF OF HUMAN RESOURCE MANAGEMENT The Human Resource Management philosophy is based on the following beliefs: • Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent. • A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource. • HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization. • Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness. • Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs. PRINCIPLES OF HUMAN RESOURCE MANAGEMENT -Principle is a fundamental truth established by research, investigation and analysis. Human Resource Management principles, 1. Principle of individual development – to offer full and equal opportunities to every employee to realise his/her full potential. 2. Principle of scientific selection – to select the right person for the right job. 3. Principle of free flow of communication- to keep all channels of communication open & encourage upward, downward, horizontal, formal & informal communication. Written by Steve Owuor. 4. Principle of participation – to associate employee representatives at every level of decision making. 5. Principle of fair remuneration- to pay fair & equitable wages & salaries commiserating with jobs. 6. Principle of incentive – to recognise and reward good performance. 7. Principle of dignity of labour – to treat every job holder with dignity and respect. 8. Principle of labour management co-operation – to promote cordial industrial relations. 9. Principle of team spirit – to promote co-operation & team spirit among employees. 10. Principle of contribution to national prosperity – to provide a higher purpose of work to all employees and to contribute to national prosperity. HUMAN RESOURCE POLICIES -A policy is a plan of action. It is a statement of intention committing the management to a general course of action. Examples of specific HR policies: 1. Policy of hiring people with due respect to factors like reservation, sex, marital status etc. 2. Policy on terms & conditions of employment- compensation policy & methods, hours of work, overtime, promotion, transfer, lay-off. 3. Policy with regard to medical assistance-sickness benefits, company medical benefits. 4. Policy regarding training & development – need for, methods, frequency of training and development. 5. Policy regarding housing, transport, uniform & allowances. Formulating Policies There are five principle sources for determining the content and meaning of policies. i) Past practice in the organisation ii) Prevailing practice in rival companies iii) Attitudes & philosophy of founders of the company as also its directors & top management. iv) Attitudes & philosophy of middle & lower management. v) Knowledge and experience gained from handling countless personal problems on a day-to-day. -Policies must be stable- to create a climate of security & remove uncertainty from the minds of employees. FUNCTIONS OF HRM 1. Human Resource Planning, Recruitment and Selection: Human resource planning: The focus of HR planning is to ensure the organisation has the right number of human resources, with right capabilities, at the right times and in the right places. Recruitment and Selection: Recruitment involves identifying the sources of manpower and stimulating them to apply for jobs in the organizations. Selection is the process of choosing the best out of those recruited. 2. Human Resource Training and Development: This gives employees the skills and knowledge to perform their jobs effectively. In addition to providing training for new or inexperienced employees, organisations often provide training programmes for experienced employees whose jobs are undergoing change. 3. Compensation and Benefits Compensation: includes payment in the form of hourly wages or annual salaries. Compensation affects staffing in that people are generally attracted to organisations offering a higher level of pay in exchange for the work performed. Benefits: includes insurance, pensions, vacation, sick days. Benefits are another form of compensation to employees other than direct pay for work performed. 4. Safety and Health Not only must an organization see to it that employees' rights are not violated, but it must also provide a safe and healthy working environment 5. Employee and Labour Relations: The term “labour relations” refers to interaction with employees who are represented by a trade union. Unions are organisation of employees who join together to obtain more voice in decisions affecting wages, benefits, working conditions, and other aspects of employment. With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances. 6. Human Resource Research The human resources department seems to be the storehouse for maintaining the history of the organization— everything from studying a department's high turnover or knowing the number of people presently employed, to generating statistics on the percentages of women, minorities, and other demographic characteristics. Research is not the sole responsibility of any one particular group or department in an organisation. The initial responsibility is that of the human resource department, which however should be assisted by line supervisors and executives at all levels of management. The assistance that can be rendered by trade unions and other organisations should not be ignored, but should be properly made use of. Written by Steve Owuor.
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