HRM Article by Rahul Vaidya R HRM

HRM Article
By Rahul vaidya R
HRM
Collectively, these strategies are sometimes called
human resource management (HRM) strategies.
HRM is a broad way of managing staff and culture
and organizational structure. It focuses on the
general recruitment, management and supervision
of people working in the organization.
Strategic Management and HRM
As discussed in the context of modern HRM
practices, there is a need to align the
organisation's objectives with that of the HR
strategy in order to ensure that there is coherence
between human policies and administrative
objectives. This means that the department of
labor can no longer be seen as an addition to the
factory but has become an important factor in
ensuring the success of the organization.
The objectives of strategic management are to
provide the organization with a sense of direction
and sense of purpose. The days when the HR
manager was concerned about administrative
functions are over and the current practices of
HRM in many industries are being taken seriously
as stated, marketing and production activities.
The Importance of Organizational Success
HRM
The HRM practice should be viewed with the prism
of the full intentions of the organization instead of
an independent touch that takes on a supporting
or subordinate unit. The idea here is to adopt a
holistic view of HRM that ensures that there are no
unfounded strategies and that the HRM policy is
fully committed to the objectives of the
organization. For example, if staff training needs
are already met with random training on omnibus
topics, the company will lose not only the time they
spend in training but also the loss of reference.
Therefore, an organization that takes its HRM
policies seriously will ensure that training is based
on focused and topic-based approaches.
In conclusion, HRM practice needs to be
integrated with a comprehensive strategy to
ensure the efficient use of people and provide the
best return on organizations in terms of ROI
(Return on Investment) for every money or dollar
spent on them. Unless the HRM process is
designed in this way, firms will lose out on full
human usage. And this is not a good indication of
the success of the organization.
HRM Scope:
Human resources are undoubtedly the most
important resources in the organization, simple
and very difficult to manage! The objectives of the
HRM space range from human resource
management to equitable management and
retention. As a result human resource
management is responsible for the development
and effective implementation of various policies,
procedures and programs. It's all about developing
and managing knowledge, skills, intelligence,
competence and talent and making good use of it.
Human Resource Management is not limited to
managing and using human resources effectively.
It also focuses on the physical and emotional
financial management of employees. Given the
complexity involved, the range of HRM is
increasing with each passing day. It includes but is
not limited to HR planning, recruitment
(recruitment and selection), training and
development, human resource management,
salary and recruitment, industrial relations,
grievance management, legal processes etc. In
other words, we can say that it is about developing
and managing one-on-one working relationships
and balancing the goals between the
organization's goals and the individual's goals.
The range of HRM is large and far-reaching.
Therefore, it is very difficult to define it properly.
However, we can classify the same under the
following headings:
 HRM Human Resource Management: This is
mainly human resource management which
includes human resource planning, recruitment
(recruitment and selection), training and
development, placement, redundancy, promotions,
compensation, retrenchment and retrenchment,
productivity. The ultimate goal here is to achieve
individual growth, development and efficiency that
have a direct impact on the development of the
organization.
It includes performance analysis, skills
development, payroll, incentives, grants, travel
policies and procedures and other related courses.
HRM in Employee Welfare: This particular aspect
of HRM deals with working conditions and
resources in the workplace. This includes many
responsibilities and functions such as security
services, health services, social grants, social
security and medical services. It also oversees the
appointment of safety officers, environmentally
friendly, occupational hazards, senior
management support, occupational safety,
equipment protection, hygiene, proper ventilation
and lighting, sanitation, health care, health
benefits, occupational injury benefits, personal
injury benefits, benefits maternity, unemployment
benefits and family benefits.
It is about directing, mentoring staff, establishing
interpersonal relationships, education and training.
Employee welfare is about determining the real
needs of employees and fulfilling them through the
effective participation of both managers and
employees. In addition, it also provides cafeteria,
kindergartens, lounges and lunchrooms, housing,
transportation, medical aid, education, health and
safety, recreational facilities, etc.
 HRM in industrial relations: As it is a very
sensitive area, it requires careful communication
with trade unions, to deal with their grievances and
to resolve disputes effectively in order to maintain
peace and harmony in the organization. The art
and science of understanding labour relations
(union management), collective bargaining,
disciplinary procedures, problem solving through
common efforts, understanding human behaviour
and maintaining labour relations, collective
bargaining and conflict resolution.
The main purpose is to protect the interests of
employees by gaining a high level of
understanding to the extent that it does not leave a
negative impact on the organization.

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