Modern day management of an enterprise is dependent on optimal utilization of scarce resources. Of all the resources namely Man, Machine, Material, Money and Manager the most important resource is man and therefore modern day enterprises take special care of their manpower. Human beings are sensitive and emotional therefore need special handling. A good leader of men understands the human psychology and works in accordance with the capability of his people. What started, as a much-despised activity of managing the relationship between businesses and labor unions has now become an essential part of any successful organization. In my opinion assessing and measuring the effectiveness and efficiency of HR programs is truly an important challenge for HR professionals
The history of Human Resource Management (HRM) can be traced back to the early 1900s. Galbraith and Nathanson developed a model for the human resource management function that divided the human resource management function into four basic sub functions. Subsequent review of the human resource management function divided the function into seven parts. The Human Resource Management function has evolved significantly since the early 1900. The need to deal with labor unions and the human relations movement has increased the need for competent human resource professionals.
Functions of Human Resources Management:Human Resource Management focuses on securing, maintaining, and utilizing an effective work force. It involves a various activities, such as assessing human resource forecasts for the organization, screening of prospective employees, recruitment process, assessing training needs of the employees, developing a proper of compensation systems, and define policies in accordance with local law and needs.
Importance of effective Human Resource Management Planning:1.HR managers have the challenge to align the operational needs of managers with the mission and organizational goals of the business.
2.HR managers must communicate effectively with operational level managers to influence, analyze and supply expected staff needs.
3.HR managers must consider the expected future environment and internal and external factors affecting human resource needs when planning future personnel requirements. Human resource managers must establish priorities for staffing needs.
4.HR managers must balance the requirements of line managers against the organizational goals to ensure staffing growth is consistent with the overall organizational objectives.
5.HR managers must gaining line management support for it’s programs and develop a good working relationship with line managers. Line managers must understand the human resource managers’ strategy and the value human resource management adds to an organization.
6.HRM policies and practices may influence the recruitment process. Effective recruiting is essential to an organizations financial future.
7.HR managers must ensure that all the personnel actions taken by an organization are performed within the law. HR policies of the organization must comply with various disabilities and civil right8.HR must develop training needs of the workers carry out unbiased performance appraisal based on substantive performance issues.
9.Managers should make sure employees understand what is expected of them and the requirements of their job.
Conclusions:Human resource management contributes to an organization success by hiring effective employees, assessing training programs and effectively planning the human resource needs of the organization. By hiring effective employees HR managers improve the performance of the company. The value of the Human Resource management is immense and cannot be expressed solely in monetary value. HRM has moved from being an auxiliary function to that of adding to the organization profits by managing its most important asset: people.
Mathis, R. L., & Jackson, J. H. (2003), Human Resource Management (11th edition), Thompson/Southwestern.