Describe the nature, scope and objectives of Human Resource Management.

 HRM: According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.

Nature of human resource management are:

Pervasive Force :

Human Resource Management is an inherent part of an organization. It is pervasive in nature and present in all enterprises at all levels of management. It is the responsibility of each manager to select the right candidate under him and pay attention to the development and satisfaction of each sub-ordinate.

People Oriented :

Human Resource Management focuses on and values people at work both as individuals and groups. It encourages people to develop their full potential and in return give the best to the organization.

Action-Oriented :

Human Resource Management does follow rules, records, and policies but it stresses the action. The focus is on providing an effective and timely solution to employees for any problems, tensions, or controversies faced by them.

Future-Oriented :

To sustain and grow in this competitive environment organizations follow long term strategic planning. Effective Human Resource Management prepares people for current as well as future challenges, especially working in an environment characterized by dramatic changes.

Development Oriented :

HRM continuously works towards the development of employees. There are various tools used to make the employees reach their maximum potential. Training programs are held to help enhance their skills and knowledge. Monetary and non-monetary reward structures are tuned to motivate the employees.

Enhance Employee Relations :

HRM helps to build a healthy relationship between the employees at various levels. It encourages mentoring and counseling to help employees in times of need. It aims at creating a culture in the organization that is conducive to learning and growth.

Interdisciplinary Function :

The knowledge that has influenced Human Resource Management is interdisciplinary in nature. It drives knowledge from five major bodies: education, system theory, economics, psychology, and organizational behaviour.

Scope:

The scope of HRM is, indeed, very vast and wide. It includes all activities starting from manpower planning till employee leaves the organisation. Accordingly, the scope of HRM consists of acquisition, development, maintenance/retention, and control of human resources in the organisation. The same forms the subject matter of HRM. As the subsequent pages unfold, all these are discussed, in detail, in seriatim.

The National Institute of personnel Management, Calcutta has specified the scope of HRM as follows:

The Labour or Personnel Aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration, incentives, productivity, etc.

Welfare Aspect:It deals with working conditions, and amenities such as canteen, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

Industrial Relations Aspects: This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary actions, settlement of disputes, etc.

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 employee’s job satisfaction and self-actualisation.

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.

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