Who is Human Resource??
Human resources are the things that man uses to fulfill his work, and the things that we use to improve our economic economy and increase our capacity. Examples of human resources are houses, transport vehicles, roads, etc.
Human Resource Management - History
It was Peter and Waterman's (1982) publication In Search of Excellence, which rediscovered the importance of the human side of enterprise. It contained the pursuit of competitive advantage through the "syndrome of excellence", or the idea that personnel policy should be linked to strategy and that people are an asset.
These concepts ensured tight control over outcomes with autonomy in priorities, decisions and actions. These proposals were academically developed by Harvard University in its MBA program by Beer and others in 1985 and by the University of Michigan Fombrun and others in 1984.
Ideas have been critically reimagined by Guest and Story and Sisson from the late 1980s.
Human Resource Management - Roots
HRM activities have probably been done since ancient times. As a formal discipline, however, its roots date back to the period immediately following the Industrial Revolution.
Its formal foundation was laid in the 1950s by the pioneering work of Peter Drucker and Douglas McGregor.
Drucker writes in his book "The Practice of Management," "An effective management should direct the vision and effort of all managers toward a common goal." The concept of visionary goal directed leadership is fundamental to HRM. Douglas McGregor advocated management by integration and self-control, partly a form of management by objectives, but more importantly as a strategy to manage people, which affects the business as a whole. .
He believed that there is a need to build a management philosophy based on the attitude of the people and the managerial role of achieving trust and integration. Therefore, he, like Drucker, paved the way for the human resource development philosophy that human resource policies and programs should be built into the strategic objectives and plans of the business and that it should also aim to involve all in the achievement of these objectives and plans.
Human Resource Management - Objectives
The main objectives of the HRD Minister are as follows:
1. Helping the organization to achieve its goals by providing well trained and well motivated employees.
2. To employ the skills and knowledge of the employees efficiently and effectively.
3. To enhance the job satisfaction and self-realization of employees by encouraging and assisting every employee to realize their full potential.
4. To establish and maintain productive, self-respecting and internally working relationships among all members of the organisation.
5. To maximize personal development of the members of the organization by providing opportunities for training and advancement.
6. Securing the integration of all individuals and groups with the organization by linking individual/group goals to the organisation.
7. To develop and maintain a quality life which makes employment a desirable, personal and social condition in the organisation.
8. To maintain high morale and good human relations within the organisation.
9. Helping to maintain ethical policies and behavior inside and outside the organization.
10. To manage change for the mutual benefit of individuals, groups, organisations and society.
11. Identifying and satisfying individual needs and group goals by providing appropriate monetary and non-monetary incentives.
Human Resource Management - Features
Some of the important features of human resource management can be listed as follows:
1. Keep people on track and develop their potential to the fullest:
Realizing the corporate goals, the HR manager makes every effort to create a 'fire in the stomach' and get people on track. Growth opportunities are open to all. Development initiatives are undertaken with enthusiasm, enthusiasm and sincerity. There is a concerted effort to develop the potential of the people to the fullest. Human resource managers encourage people to give their best to the organization.
The dedicated efforts are aimed at attracting, nurturing and retaining talent. The meaning is very clear. Get the best people to deliver excellent results by offering the best, in terms of rewards, incentives, benefits - both tangible and intangible.
It is not always through monetary incentives and rewards that people are motivated. Therefore, efforts are directed to enrich the jobs and to put the people in the jobs with enthusiasm, vibe and challenge.
The services of competent and motivated employees are being given importance throughout the organisation. As pointed out by Piggers and Myers, HRM is basically a method of developing the potential of the employees, so that they get maximum satisfaction from their work and give their best efforts to the organisation.
2. Attract, Nurture and Develop Talent:
HRM is a strategic approach to the acquisition, motivation, development and management of an organization's human resources. It is a specialized field that attempts to develop programs, policies and activities to promote the satisfaction of both individual and organizational needs, goals and objectives.
3. In sync with the corporate goals and mission:
It is dedicated to shaping an appropriate corporate culture, and offers programs that reflect and support the core values of the enterprise and ensure its success.
4. Active and Not Reactive:
HRM is proactive rather than reactive, i.e., always looking to see what needs to be done and then doing so, rather than being told how to recruit, pay or train people or deal with employee relations problems. What should be done for
5. Focus on the Qualitative Improvement of Human Element:
In its essence, human resources are the qualitative improvement of human resources, which are considered to be the most valuable assets of an organization – the sources, resources and end-users of all products and services. HRM, no doubt, is a result of age-old process and approach. But it is much more than its core disciplines, personnel management and behavioral science.
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