Human resources

MEANING OF HUMAN RESOURCES 

                                   From the national view point HR may be defined as knowledge , skills , ability , talents and attitudes obtain in the population. From the view point of organisation HR represent the people at work . 

HUMAN RESOURCE MANAGEMENT (HRM) 

                      It may be defined as a set of policies, practices and programs design to maximize both personal and organisational goals.

 

QUALITIES OF HR MANAGER 

                     Educational qualification

                     Personal attitudes 

                     Human skills 

                     Teaching skills 

                      Execute skills 

EDUCATIONAL QUALIFICATION – degree in preconisation university PG or Diploma or MBA in HR or degree in law additional desirable qualities. 

        

PERSONAL ATTITUDES –   1. Intelligence ability to understand and depth of presumption. 2. Communicative ability – command ability to express ,explain and interest .

 

HUMAN SKILLS - empathy and ability to discriminate between right or wrong.

TEACHING SKILLS – ability to teach and train their employees. 

EXECUTE SKILLS – ability to implement policy sleekly and accurately.

CHARACTERISTICS OF HRM 

Characteristics of a Human Resource Manager

 1 Expertise. The ability to manage HR functions is partly based on a generalist's knowledge of HR disciplines: compensation and benefits, safety and risk management, employee relations, recruitment and selection,

2 Communication. HR managers have strong communication skills regardless of the audience, interacting effectively with a wide range of people, executives, staff, suppliers, colleagues and applicants.

 3 Compassion. Terminating employees is probably an HR manager's least favoured task, but she must balance professionalism with compassion to handle employee terminations in the best possible way.

 Functions of Human Resource Management

Human Resource Management functions can be classified in following two  categories.

Managerial Functions,

Operative Functions 

The Managerial Functions of Human Resource Management are as follows:

1. Human Resource Planning - In this function of HRM, the number and type of employees needed to accomplish organizational goals is determined. Research is an important part of this function, information is collected and analysed to identify current and future human resource needs and to forecast changing values, attitude, and behaviour of employees and their impact on organization.

2. Organizing - In an organization tasks are allocated among its members, relationships are identified, and activities are integrated towards a common objective. Relationships are established among the employees so that they can collectively contribute to the attainment of organization goal.

3. Directing - Activating employees at different level and making them contribute maximum to the organization is possible through proper direction and motivation. Taping the maximum potentialities of the employees is possible through motivation and command.

4.  Controlling - After planning, organizing, and directing, the actual performance of employees is checked, verified, and compared with the plans. If the actual performance is found deviated from the plan, control measures are required to be taken. 

The Operative Functions of Human Resource Management are as follows:

1. Recruitment and Selection - Recruitment of candidates is the function preceding the selection, which brings the pool of prospective candidates for the organization so that the management can select the right candidate from this pool.

2. Job Analysis and Design - Job analysis is the process of describing the nature of a job and specifying the human requirements like qualification, skills, and work experience to perform that job. Job design aims at outlining and organizing tasks, duties, and responsibilities into a single unit of work for the achievement of certain objectives.

3. Performance Appraisal - Human resource professionals are required to perform this function to ensure that the performance of employee is at acceptable level.

4. Training and Development - This function of human resource management helps the employees to acquire skills and knowledge to perform their jobs effectively. Training and development programs are organized for both new and existing employees. Employees are prepared for higher level responsibilities through training and development.

5. Wage and Salary Administration - Human resource management determines what is to be paid for different type of jobs. Human resource management decides employee’s compensation which includes - wage administration, salary administration, incentives, bonuses, fringe benefits, and etc. 

6. Employee Welfare - This function refers to various services, benefits, and facilities that are provided to employees for their wellbeing.

7. Maintenance - Human resource is considered as asset for the organization. Employee turnover is not considered good for the organization. Human resource management always try to keep their best performing employees with the organization.

8. Labour Relations - This function refers to the interaction of human resource management with employees who are represented by a trade union. Employees comes together and forms a union to obtain more voice in decisions affecting wage, benefits, working condition, etc. 

9. Personnel Research - Personnel researches are done by human resource management to gather employees' opinions on wages and salaries, promotions, working conditions, welfare activities, leadership, etc.,. Such researches helps in understanding employee’s satisfaction, employee’s turnover, employee termination, etc. 

10. Personnel Record - This function involves recording, maintaining, and retrieving employee related information like - application forms, employment history, working hours, earnings, employee absents and presents, employee turnover and other other data related to employees