Scribd
Upload
91 views

Activity #1 HRMa

Human resource management involves developing, evaluating, compensating, and managing employees to help an organization achieve its goals, with functions including planning, organizing, directing, controlling, recruitment, development, compensation, integration and work termination. It aims to empower employees and build good working relationships while addressing both internal challenges of different business units and external factors like technology changes. HRM seeks to develop employees' full potential and encourage them to give their best effort for the organization.

Uploaded by

Marjo Virtudes
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
91 views

Activity #1 HRMa

Human resource management involves developing, evaluating, compensating, and managing employees to help an organization achieve its goals, with functions including planning, organizing, directing, controlling, recruitment, development, compensation, integration and work termination. It aims to empower employees and build good working relationships while addressing both internal challenges of different business units and external factors like technology changes. HRM seeks to develop employees' full potential and encourage them to give their best effort for the organization.

Uploaded by

Marjo Virtudes
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

Human resources management (HRM) is the basis of all management activity, but it

is not the basis of all business activity. The basis of management is always the same getting
the people of the business to make things happen in a productive way, so that the business
prospers and the people thrive. That is how human resource management defined.
Management is to control, to make it better, to achieve the goals, to balance
between many contradictive goals and to achieve efficiency and effectivity. That’s why we
really need management.
Human resources these are the people in the organization. The people who are
ready, willing and able to contribute to organizational goals. These are the high quality
human resources indicators:
 Dedication is the quality of being dedicated or committed to a task or
purpose.
 Honest is the facet of moral character that connotes positive and virtuous
attributes integrity, truthfulness, along with the absence of lying or cheating.
 Innovative is something original, more effective and features new methods
and ideas.
 Diligent means a constant in effort to accomplish something.
 Tough means strong enough to withstand adverse conditions. A tough
person is strong and determine and can tolerate difficulty or suffering.
Human resource management then is empowering, developing, evaluating,
giving compensation and managing individual and also group of employee in an
organization. Its scope involves designing and implementing of human resource
planning system, employee organizing, employee developing, career planning,
performance evaluation, compensation and building a good working environment.
There are important things in human resource management
 HRM is the center to achieve business goals.
 Responsibility of HRM belongs to top management/first line manager.
 Change the focus of employee-management relation into a management-employee
relation.
 Activation initiative and commitment of managers as a driver and facilitator.

Human resource management function includes managerial functions and


operational functions. Managerial functions are the day-to-day responsibilities that
define the managerial position. That includes:
 Planning. It is the process of thinking about the activities and the first and
foremost activity to achieve a desired goals.
 Organizing. Is the establishment of effective authority relationship among
selected work, persons and work places in order for the group to work together
efficiently.
 Directing. Is a process of instructing, guiding, counseling, overseeing and leading
people towards the accomplishment of organizational goals.
 Controlling. Function of management which helps to seek planned results from
the subordinates, managers and all levels of an organization.

Operational functions can be defined as operation management in business


which is responsible for managing the process of creation and services. It includes;
 Recruitment. Is the process of actively seeking out, finding and hiring
candidates for specific position.
 Development. A multi-dimensional process involving reorganization and
reorientation of entire economic and social system.
 Compensation. Is the state of compensating, as by rewarding someone
for service.
 Integration. Is the act of combining or coordinating separate elements so
as to provide a harmonious organization.
 Work termination. Refers to the end of an employee’s work with a
company.
There are two challenges in human resource management.
 The External that involves changes in technology, government regulation,
social and cultural factors, the labor market, political factors, economic
conditions, geography, demographics, activity partners, competitors, etc.
 The internal challenges arise because of the HR chase consideration are:
financial, sales, finance, service, production, etc.
Human resource are multidimensional in nature. From the national point of
view, human resources may be defined as the knowledge and skills, talents and
aptitudes obtained in the population, whereas from the view point of the individual
enterprise, they represent the total of the inherent abilities, acquired knowledge
and skills as exemplified in the talents and aptitudes of its employees.
Human resource management is a process of bringing people and
organizations together so that the goals of each are met. The various features of
human resource management include:
 It is pervasive in nature as it is present in all enterprises.
 Its focus is on result than on rules.
 It ties to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individual and group.
 It tries to put people on assigned jobs in order to produce good
results.
 It helps an organization meet its goals in the future by providing for
competent and well-motivated employees.
 It tries to build and maintain cordial relations between people
working at various levels in the organization.
 It is a multi-disciplinary activity, utilizing knowledge and inputs drawn
from many studies.
The Human Resource Management Framework

Pervasive
Function

Development Action
Oriented Oriented

Nature of HRM

Future individual
Oriented Oriented

People
Oriented

 Pervasive Function: it is performed by all managers at various levels in


the organization.
 Action Oriented: is a skill not held by all. It means willing to take
practical actions to deal with a problem or situation.
 Individual Oriented: being independent instead of identifying with a
group mentality.
 People Oriented: is generally used to convey something vaguely like a
company where everyone is friends.
 Future Oriented: individual thinks about the future, anticipates future
consequences and plans ahead before acting.
 Development Oriented: policies have a significant impact on the
course of human development.

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy