WHAT IS HUMAN RESOURCE MANAGEMENT |DEFINITION |MEANING |SYSTEM| CHARACTERISTIC |AIMS AND GOALS | IMPORTANCE OF HRM

Human
resource management
are those strategic interrelated actions
that are taken by a manager with the sole aim of managing an entity’s most
valuable asset –the workforce. Human resource management goes by many names
including the following: human capital management, HR system, personnel
management, etc. The management of the working population of a company is a
strategic issue that must be taken seriously by any organization that wants to
survive in this era of ‘resources flight’.

The number of employees a
company has does not remove the importance of properly managing your human
resource capital for greater results achieved through keeping sets of motivated staff.

DEFINITION AND MEANING OF
HR SYSTEM | WHAT HRM?

Human resources management
are those top level management functions
that are geared towards the management of a company’s staff. It is a soft
science that has both ideological and philosophical implications within the
policy of a company. This is why Storey (1989) argues that for any process to
be called HRM, it must be a function of four variables –which he called
aspects. Those aspects are:

  1. A particular
    constellation of beliefs and assumptions;
  2. A strategic
    thrust informing decisions about people management;
  3. The
    central involvement of line managers;
    and
  4. Reliance
    upon a set of ‘levers’ to shape the employment relationship

The complex nature of
human resource management makes it an important issue that is handled at the strategic management level. The reason
behind making human resource management a strategic function is the fact that
HRM system and organization needs to be handled in such a way that it will lead
to goal congruency in an organization.

SYSTEMS COMPONENTS OF HRM

Just like other systems,
human resource management is a system within a system, yet, is made up of
systems. Successful HR systems are built upon proper management of the sub
systems within it. There are principally six components of HRM.

SIX (6) INTERRELATED
SYSTEMS OF HUMAN RESOURCE SYSTEM

  1. HR
    IDEOLOGIES AND PHILOSOPHIES: these are the main pillars in the form of values
    and guidelines upon which ways of managing people within an organization is
    fashioned. The problem here is that philosophies are somewhat vague and
    difficult to define without causing one form of resentment or the other. Not minding
    this problem, this is a vital first step that must be taken towards
    establishing a meaningful HR department.
  2. HR
    TACTICS OR STRATEGIES: these are plans that collectively help the company
    achieve her human resource objectives.
  3. HR
    POLICIES: these are body of guidelines that stipulates how principles,
    strategies and values coherently work for the attainment of a common
    organizational goal.
  4. HR
    PROCESSES: these are the system that contains, the formal procedures and steps
    needed to take in order to implement what is contained in the policy.
  5. HR
    CONVENTIONS: similar to the HR processes but, deals with informal procedures as
    opposed to the formal procedures found in the former.
  6. HR
    IMPLEMENTATION: this is a subsystem that sees to the actualization of plans. It
    ensures that strategies (tactics), practices and policies are properly
    executed.

CHARACTERISTICS OF HRM

Over the years while consulting for some HR firms, I have noticed
that most successful HR systems have certain characteristics in common. This section
of this article will list those observed features of human resource management
system.

  • Diverse in terms of experience, race and
    gender
  • Values people more than their other assets, as those other assets cannot
    consistently yield result without the invaluable input from humans
  • Determined on getting the best while
    focusing on the common goal of a company
  • Is built on dialogue and negotiation
  • Strategically integrated
  • Treats every person as an individual and in
    a fair manner
  • Are committed to identified course
  • Management fully get involved
  • Sensitive to environmental variables

AIMS, GOALS AND OBJECTIVES
OF HUMAN RESOURCE MGT

Generally speaking, the
overall aim, goal or objective of human resource management is to make sure
that a company through people achieves whatever it set out to achieve. For the
aim of setting up an HR department in a company not to be defeated, reasonable success
must be attained in the following areas: knowledge management, employee
relations, and reward management system. All these work together to ensure that
high level of staff motivation is
achieved in an organization. Other goals of human resource management include:

  1. Satisfying
    customers through motivated and happy workforce
  2. Encouraging
    the self development of employees and imbibing learning culture
  3. Encouraging
    teamwork and co-operation within an entity
  4. Building
    a scalable organization that quickly respond to changes rather than react to
    it.
  5. Creating
    a harmonious environment that helps to align corporate strategy and HRM
    policies
  6. Forming a strong bond between various
    components of the HR system.

IMPORTANCE OF HAVING A
SOUND HUMAN RESOURCE MANAGEMENT PRACTICE

GOAL CONGRUENCE

The presence of quality
human resource in an organization creates an atmosphere that warrants teamwork
which will ultimately lead to achievement of organizational goal in one accord.
There will be no incentive for managers to make suboptimal decision because nothing will be gained by so doing as
the HR system in place has already taken into cognisance of it all.

INFREQUENT STAFF TURNOVER
| COST SAVING FROM STAFF TRAINING

When the right kind of
human resource system is in place, workers will not see the need for moving out
of the company in a rush. This way, the cost of training staff all the time
will be saved and this in turn will reflect on the profit line of the business.

SECURITY OF OTHER ASSETS

Getting and retaining
trusted people in an organization is not an easy task. The chances of exposing
your other assets to abuse and misuse is significantly increased when as a
result of weak HR system or complete lack of one, workers come in out of a
company. Having a robust human resource management system on ground is one
major security issue that successful companies or business take seriously.

From the discussion above,
you have seen that the answer to what is
human resource management
goes beyond one or two lines of definition of HRM
as many authors do. You cannot learn all that you need to know about human
resource management in one article of this length, so. I encourage you to
explore other materials on this subject matter for better and broadened
understanding.

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