What is Resource Management?  Resource management:- is the efficient and effective deployment for an organization's resources .

 Such resources may include financial resources, Physical resources, human resources/skills, material resources, or information technology (IT).

Resourceany thing in educational institution/school system or its environment that may be organized for use in the process of teaching and learning.  Vital inputs needed to effectively conduct instructional activities at all levels of the educational system.
Educational

All business processes need capable resources and clearly

accomplish the process of planning, acquisition, maintenance and disposal of these resources.

There is therefore a need for a process that manages the

organization s resources and so we might as well call this the Resource management process. One might divide this into the three major separate processes of Human Resource , Physical Resource , and Financial Resource management process.

The process enable to use a company's resources in the most

efficient way possible. These resources can include tangible resources such as goods and equipment, financial resources, and labor resources such as employees. Resource management can include ideas such as making sure one has enough physical resources for one's business, or making sure that people are assigned to tasks that will keep them busy and not have too much downtime.

 Human resource management is the management of activities

to ensure the effective and efficient use of human resource to accomplish organizational goals. It is the planning, organizing, directing and controlling of the procurement,development,compensation,integration of human resources to the end of that individual, organizational and societal objectives . HRM is a set of activities in an organizations intended to influence the effectiveness of human resource in an organization.

It is a management function that helps managers recruit,

select, train and develops members for an organization.  It is the function or a unit in an organization that facilitate the most effective utilization of human resources to achieve the objectives of both the organization and the employees. HRM is a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization It is concerned with people dimension in management.

Since every organization is made up of people, acquiring their

services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to the achievement of organizational objectives.
Human resource management deals with the design of formal

systems in an organization to ensure the effective and efficient use of human talent to accomplish the organizational goal.

HRM concerns the human side of management of enterprise

and employees relations with their firms.

It purpose is to ensure that the employees of the company are

used in such away that the employer obtains the greatest possible benefit from their abilities and the employees obtain both material and psychological rewards from their work.

In general HRM  Focus on people aspect of management  Refers to the practice and policies of personnel  Is concerned with enhancing the contribution of employees toward the effectiveness of the organization  Emphasizes the need to think strategically about people as a key resource.

 In general HRM is a management function that helps

managers recruit, select, train and develop members for an organization. We may, therefore, say that human resource management is an approach based on four fundamental principles: 1.Human resources are the most important assets an organization has and their effective management is the key to its success.

2.This success is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of org. objectives and strategic plans; 3.The organization culture ,values, climate and managerial behavior will exert a major influence on the achievement of excellence.

4. HRM is concerned with integration - getting all the members of the organization involved and working together with a sense of common purpose.

Comprehensive Function: HRM is concerned with managing people at work. It covers all type of people in the organization. It applies to workers, supervisors, officers, managers and other type of personnel. People Oriented: HRM is concerned with employees as an individual as well as groups. It is the task of dealing with human relationship with an organization.  It is the process of achieving the best fit between individuals, jobs, organization and the environment.

It is the process of bringing people and organization together so that the goal of each other are met. Action Oriented: HRM focuses on actions rather than on recording keeping or procedures. It stresses on the solution of personnel problems to achieve both organizational objectives and employees personal goal. Individual Oriented: Under HRM, every employee is considered as an individual so as to provide service and programs to facilitate employees satisfaction and growth. Development Oriented: HRM is concerned with developing potential of employees so that they got maximum satisfaction from their best efforts to the organizations.

Future Oriented: HRM is concerned with helping organizations to achieve its objectives in the future by providing competent and well motivated employees. Challenging Functions: Managing human resource is a challenging job due to dynamic nature of people. People have sentiments and emotions so they can not be treated like machines. It is there fore, necessary to handle them tactfully. Continuous Functions: Management of human resource is an on going or never ending exercise rather than a one shot function. Pervasive Function: HRM is inherent in all organizations and at all levels. Each and every managers is involved with human resource function.

Science as well as an art: HRM is a science as it contains an organized body of knowledge consisting of principles and techniques. It is also an art because it involved application of theoretical knowledge to the problems of human resource. Globally Oriented: HRM is not only a function or activity of certain countries, it is being a practice all over the world.

The primary objective of human resource management is to ensure the availability of a competent and willing workforce to an organization. It is aimed at providing organizations with an effective work force. To achieve this purpose, the human resource managers reveals how organizations obtain, develop, utilize, evaluate, maintain and retain the right numbers and types of workers. In general, the objectives of HRM can be grouped into four major categories, namely; personal or individual, functional, organizational, and Societal or community objectives.

Personal objectives: To help employees in achieving their personal goals, at least in so far as these goals enhance the individual's contribution to the organization. A number of researches or practices have revealed that employee performance may decline or employees may even leave the organization if the personal objectives of employees are ignored. Functional objectives: If the human resource management department is inappropriate(not functional) to the organization; resources can be wasted.

Organizational objectives: the role of human resource management is bringing about organizational effectiveness. Human resource management is not an end in itself; it is only a means of helping the organization achieve its primary objectives. Societal objectives: To be ethically and socially responsive to the challenges and needs of society while minimizing the negative impact on society. Societal restrictions may be imposed upon an organization if it is failed to use its resources in meeting the needs of the society.

The significance of HRM can be discussed in four dimensions: Corporate, professional, social and national Significance for an organization: HRM can help an organization in achieving its goals more efficiently and effectively in the following ways. Attracting and retaining the required talents- through effective HRP, recruitment, selection, placement, orientation , compensation and promotion policy.  Utilizing effectively the available human resource.  Ensuring that the enterprise will have in future a team of competent and dedicated employees.

Professional Significance: Effective management of human resources helps to improve the quality of work life. It permits team work among employees by providing a healthy working environment. It contributes to professional growth in the following ways.  Provides maximum opportunities for personal development of each employee. Maintain healthy relationship between individuals, and different workgroups. Allocate work properly

Social Significance: proper human resource management has a great significance for the society. It provides suitable employment that provides social and psychological satisfaction to people. Maintains a balance between the jobs available and the job seekers in terms of numbers and qualifications.

National Significance: Human resources and their management play pivotal role in the development of a nation.  The effective exploitation and utilization of nations natural, physical and financial resources require an efficient and committed man power.

There are six major functional areas associated with effective human resource management of an institution. 1. Human Resource Planning, Recruitment, and Selection An organization must have qualified individuals in specific jobs, at specific places and times in order to accomplish its goals. The process of obtaining such people involves human resource planning, recruitment, and selection

A. Human resource planning (HRP) is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees, with the required skills, are available when they are needed. B. Recruitment is the process of attracting such individuals in sufficient numbers and encouraging them to apply for jobs within the organization.

C. Selection is the process through which the organization chooses, from a group of applicants, those individuals best suited both for open positions, and for the company. Successful accomplishment of these three tasks is vital if the plan is to become operational and accomplish its mission.

2.Human Resource Development (HRD): Human resource development assists individuals, groups, and the entire organization in becoming more effective.  Human resource development is needed because people, jobs, and organizations are always changing. The development process should begin when individuals join the firm and continue throughout their careers.

3.Compensation and Benefits: A well thought out compensation system provides employees with adequate and equitable rewards for their contributions to meeting organizational goals. Compensation includes all rewards that individuals receive as a result of their employment.

The reward may be one or a combination of the following:

 Pay: The money that a person receives for performing a job.  Benefits: Additional financial rewards other than base pay, such as paid vacations, sick leave, holidays, and medical insurance. Non financial: Non monetary rewards, such as enjoyment of the work performed or a pleasant working environment

4.Safety and Health: Safety involves protecting employees from injuries caused by work-related accidents. Whereas, health refers to the employees' freedom from illness and their general physical and mental well-being. These aspects of the job are important, because employees who work in a safe environment and enjoy good health are more likely to be productive and yield long-term benefits to the organization.

5.Employee and Labor Relations: A labor relation is the process through which employees and unions: Negotiate pay, hours of work, and terms and conditions of employment for the group of workers presented by the union, sign a contract that defines management constraints and union and employee rights and constraints for the length of the contract period, and share the responsibility for administering the negotiated contract.

Effective human resource management exerts its effort to

work with labor unions, both those seeking to represent the organization s employees and those that do present them.  6.Human Resource Research: Every human resource management function needs effective research. For instance, research may be conducted to determine the type of workers who will be most successful.

 In general,the functional areas of HRM are not separate

and distinct; they are highly interrelated. Management must recognize that decisions in one area will have impacts on other areas and what those impacts are likely to be.

Many interrelated environmental factors affect human resource management. Such factors are part of either the organization's external environment or its internal environment. The internal environment includes , resources of the organization-physical, financial and human resources of the firm.

It has also comprising of organizational mission, organizational culture and conflict, organizational policies, employee and professionalism. External environmental factors which includes the nature of economic, socio-cultural, political-legal, technological, human resources in the country . 1. Economic Conditions Different economic systems and policies distribution of income and wealth, national income, per capita income, wage policy and salary structure, competition between public and private enterprises, etc have put their heavy weight pressure and impact on human resources management. Organization decisions to hire additional people, to grant a cost-ofliving wage increase, are all influenced by economic conditions.

Economic conditions also influence employees. For example, high unemployment rates make many employees reluctant to quit their present jobs, because they are afraid they won t find another one. This reduces turnover or workers squeezed by inflation may ask for extra hours of work to increase their earnings. Therefore, you can say that the economy of the country is a major factor affecting human resource management.

2. The Technological Environment: the technological environment

includes advances in sciences as well as new developments of equipment, machinery and other materials may affect an organization. Technological advancement has an implication on employees training. The human resource of an organization should be trained its employees to stay up with rapidly advancing technology. As technological changes occur certain skills also are no longer required. This necessitates some retraining of the current workforce. Technological advancement has also tended to reduce the number of jobs that require little skill and to increase the number of jobs that require considerable skills.

Over the years new technology and innovations have been

introduced to offices and work places which affect the human resource function. As a result technical personnel, skilled workers, computer operators and programmers, specialists and technocrats are being required more in number and the demand for other categories of personnel has declined. Human beings are less required. One day, robotics will reduce the human resource requirement to minimum. Therefore, human resource procurement, retention and maintenance, organizational relationships and motivational tasks are becoming complicated day by day.

3.The Socio-Cultural Environment: The socio-cultural environment is made up of the customs, values, and demographic characteristics of the society in which the organization functions. The structure of an organizations changes with the entry into them of the employees with different social, economic, cultural, ethnic, religious, traditions, sex and geographical backgrounds. Women are leaving their homes in favor of work place. Economically deprived people are finding new opportunities to increase their standard of living and status. Today, many employees have more social concerns than mere economic interest as early times.

4.The Physical Environment: includes the climate, terrain, and other physical characteristics of the area in which the organization is located. The physical element can help or hinder an organizational ability to attract and retain employees. Housing and living costs can vary from one location to another

and can have a significant impact on the compensation, employees will get. 5.Politico-legal Environment: Legislatures have enacted so many Acts and Laws related to appointments, wages and salaries, bonus, promotion, separation, pension, insurance, safety and health, leaves of all kinds, discipline and conduct, unions, etc.

All these are implemented by the Executive Branch of the government.

The employees have the Right to Constitutional Remedies under which they can appeal to the state's Supreme Court . And, the Supreme Court normally protects them. HRM has also to operate within the day-to-day and current political activities and employee related laws and regulations. In other words, the government laws and regulations will give direction for almost half of the decisions of organizations on human resources management issues.

6. Human Resource in the country: Not all the countries, with the exception of India ,China and a few other European and Asian countries, are self sufficient in qualified human resources capable of carrying out the activities of the country s organizations. Many countries lack from quantitative and qualitative expansion of education and therefore, they "import" human capital from the "manpower-rich" countries. In many countries, one finds expatriates manning civil, scientific, technological and even military organizations. Such internalization of international experts does have an impact on almost all human resources management functions.

Human resource management has a number of challenges that are the

results of numerous environmental, organizational and cultural influences which have forced human resource management to be transformed from a narrowly defined specialty into a more strategic function. 1. Higher Levels of Education and Expectations: Members of today's work force are better educated, have higher aspirations about participation and have more expectations about equity and just dealings in the work situation. As levels of education have continued to increase within the population, and therefore the work force, values and expectations among employees have risen.

Technically qualified personnel with diplomas or degrees have

proliferated. This has resulted in an emphasis on increased participation by employees at all levels. A more educated workforce wants more meaningful work and a greater voice in decision making, particularly with regard to their working conditions and careers.  Organizations, therefore, have to develop a more flexible approach to all aspects of HRM.