Human

Resource
Management
Report writing CA-2

Arpan Baul BCA - 1st year

Scope & Objectives of
Human Resource Management
 What is Human Resource Management (HRM)?
Human Resource: All employees or individuals engaged in any
organizational activity, regardless of their level whether the employee is
of the top level, or middle level, or at the starting level. It is also known
as manpower and personnel.
Human Resource Management (HRM): It is a process of making
effective and efficient use of human resources to achieve organizational
goals. Basically, it is a process of acquiring, training, development,
providing benefits, and motivating employees and also their safety. It is
the function within an organization that focuses on recruitment,
management, and providing direction for the people who work in the
organization. It deals with the issues related to people such as
compensation, hiring, performance management, organization
development safety, wellness, benefits, etc.

Scope of HRM
The scope of human resource management can be broadly divided into
three:
1. HRM in Personnel Management
2. HRM in Employee Welfare
3. HRM in Industrial Relation

1.HRM in Personnel Management:

The objective here is to ensure the individual growth of each employee
which indirectly contributes to the overall growth of the entire organization.

2.HRM in Employee Welfare:

This aspect of HRM is concerned with the working condition and the
amenities at the workplace. It makes the environment worth working by
eliminating workplace hazards, providing job safety, medical and health
services etc.
3. HRM in Industrial Relation:
The main aim of this aspect is to maintain peace and harmony in the
organization. It requires effective interaction with the labour or employee
unions, sensitively addressing their grievances and settling their disputes.
HRM is implemented on various fields on the basis of the above mentioned
categories like:
1. Human Resource Planning
This is a step through which the human resource department identifies the
needs of a company. HR planning can include identifying departments that
are understaffed as well as those that are overstaffed.
2. Job Analysis Design
Job analysis involves identifying what is required to do a particular job. This
includes identifying and outlining the skills needed to do that job, the nature
of the job, and what other responsibilities will come with that job. This helps
in writing job descriptions for different job roles.

3. Recruitment and Selection

After the job analysis is done and the job requirements are made, the process
of recruitment starts. The hiring experts first post a job online to attract
quality candidates. Once there are a certain number of candidates, the
selection is made based on the qualifications and skill sets.
4. Induction and Orientation
Once the candidate is selected, an induction or orientation session is
conducted. This includes introducing them to the company’s work culture
and the team they will be working with. To make the candidate feel at ease,
the HR staffs strives to perform this in a casual setting.

5. Training and Development

Once the new employee joins, training sessions are conducted to train them
according to the needs of the company. Existing employees can also be
made part of these training sessions from time to time.

6. Performance Appraisal
After the candidate has spent a certain time on the job, a performance
appraisal is conducted to evaluate their performance. Based on these
appraisals, salaries are updated and further training sessions is conducted.
7. Remuneration
Remuneration helps in boosting employee morale and promoting a positive
work environment. The employees who perform well are rewarded with
incentives and other benefits.

8. Motivation, Welfare, and Safety

To retain employees and promote a healthy work culture, an organization
needs to ensure its employees stay motivated. This motivation can be in the
form of monetary benefits, promotions, rewards, or recognition. HRM also
encompasses the welfare of employees, which includes providing medical
aid, transportation facilities, housing facilities, day-care centres for the
employees’ children, etc. Further, safety regulations, regular audits, risk
assessment, and implementation of corrective measures promote the safety
and well-being of the employees.

9. Industrial Relations
Organizations have to follow industrial compliances as specified by the
competent authorities. The HR department helps the company and its
employees adhere to these compliances, labour laws, and safety regulations
to avoid legal issues or fines and stay productive in the long run.

10. Employee Grievance

The scope of human resource management encompasses employee grievance
redressed. They take regular employee feedback to understand any
difficulties these employees might be facing and make the work conditions
better. Confidentiality is preferred in this process to maintain trust with the
employees. It helps them feel secure in sharing their concerns about the
workplace, team, or tasks.

Objectives of HRM
The primary objective of HRM is to place a competent and willing workforce
in the right position and at the right time.
Further, it aims to obtain maximum individual development, desirable
working conditions and at the same time, it focuses on contributing to the
realization of the organizational goals.
The main objectives of HRM are:
To help the organization achieve its goals:
HRM is the means to assist the organization to achieve its goals. It
ensures effective utilization of Human Resources which in turn results in
the efficient utilization of all the other organizational resources.
To employ a skilled workforce and focus on their training and
development:
HRM aims at employing the skills and abilities of the workforce
efficiently. It generates maximum development of Human Resources
within the organization by offering opportunities for growth to
employees through training and development.
To ensure employee job satisfaction and maintain a quality of work-life
HRM focuses on fulfilling the personal objectives of the employees
which helps in enhancing their contribution to the organization. Their
objective is to ensure respect for human beings by providing various
services and welfare facilities to the personnel.
HRM must ensure that there is compliance with the legal and ethical
standards of the society at each level and function of the organization. It
implies that organizations manage human resources in an ethical and
socially responsible manner.

Functions of Human Resource Management

1.Human Resource Planning
HR's initial role focuses on the company's long-term requirements. How
many and what sort of employees does the company require? Knowing
this will influence all aspects of human resources management, including
recruiting, screening, performance evaluation, and training &
development. Workforce and human resources planning are quite similar.
There is a lot of emphasis on the present and the future of the organization.
2.Recruitment and Selection
The second HR function is to recruit and choose the best individuals for the
company. Attracting new employees often begins with developing an
employee brand. Being an appealing employer offers several benefits, just as
the reverse is true. The tobacco business is an excellent illustration of the
latter since it struggles to recruit talent owing to its tarnished image.
You're halfway there with a great employer brand and smart sourcing tactics.
The selection procedure is used by HR to identify the most qualified and
promising individuals. Because recruitment technology has advanced rapidly,
there are now recruiting tools for every stage of the hiring process.
3.Performance Management
Performance management is critical to ensure that employees are both active
and motivated at work. Supervision, defined objectives, and honest feedback
are all necessary components of effective performance management. The (bi)
annual performance appraisal is one of the performance management tools. It
involves the employee being evaluated by his or her boss. Additionally, 360-
degree feedback systems are used to evaluate an employee's performance by
colleagues, supervisors, co-workers, and occasionally even customers. Such
tools may be quite beneficial for delivering feedback.
When you use performance management, you're also able to bridge the talent
gap between today's workers and the ones you desire in the future. Learning
and development is one of the finest strategies to establish a strong
workforce for the future.
4.Career Planning
HR management is also responsible for providing workers with career advice
and development as part of its fourth function, which is career
planning. Employees are more likely to stay with a firm if they see how their
goals connect with the company's long-term vision. A strong employer
brand, better succession planning, and more productive employees are all
advantages for the company.
5.Employee Participation and Communication
As per Dave Ulrich, among the most important functions of human resources
is to serve as a credible activist on behalf of the workers. A variety of issues
that are significant to employees must be communicated to and heard by
those who work with them. Information that is important to workers are
conveyed through communication.
6.Health and Safety
Health and safety laws set forth by government agencies should be followed
by all employers without exception. Our labour laws require that all
employers provide the necessary training, supplies, personal protective
equipment (PPE), and information to guarantee the safety of employees.
Making these safety requirements a part of everyday business operations is
an important role of human resources management.
7.Personal Well Being
The HR department's role is to support and care for workers who encounter
personal difficulties. Personal well-being is all about assisting workers in the
event that things do not go according to plan. The performance of employees,
commitment, and effectiveness may be harmed by issues both in and outside
the workplace. This has a detrimental effect on the bottom line of a business.
Personal well-being programs conducted by your human resources
department must include one-on-one engagement with workers as well as
cross-team and cross-company interaction. For instance, a business may
provide an employee support program through which those experiencing
mental health difficulties might get a consultation.
8.Administrative Responsibilities
HR's next function is administrative responsibility. Personnel policies and
procedures, as well as Human Resource Information Systems, are examples
of this. Personnel procedures address issues such as promotions,
resettlement, sanctions, performance improvement, sickness, regulations,
cultural and ethnic diversity, unwelcome intimacy, and bullying. Each of
these scenarios requires the development and implementation of policies and
processes to properly comply with the demands or overcome the obstacles.
9.Industrial Relations
Additionally, human resources is responsible for maintaining and nurturing
ties with union workers and other communities, as well as their members.
Maintaining positive connections with unions can assist in identifying and
resolving possible disputes early, as well as being advantageous during more
hard financial times when redundancies or other steps may be necessary.
10.Rewards
It is difficult to overlook the importance of rewarding workers for their
efforts. In order to find the ideal person for the job and for the business, it's
critical to provide competitive compensation packages.
In addition to financial compensation, employees are rewarded with
possibilities for advancement and promotion, recognition, a positive work
environment, and a healthy work-life balance. Employees benefit from a
variety of other factors as well, such as great co-workers and meaningful
work. The job's monetary compensation includes both financial and non-
financial perks.
Bibliography & References:
https://www.geeksforgeeks.org/