Concept of Human Resources Management - Reference Notes

Human Resource Management

Concept of Human Resources Management

Concept of Human Resources Management

Human resources management (HRM) is concerned with the “people” dimension in management. It deals with the totality of the manpower management function. HRM may be defined as an art of processing, developing and maintaining a competent workforce to achieve the goals of an organization in an effective and efficient manner.

In other words, HRM can be defined as a process, concerned with the management of human energies and competencies to ensure competent and committed workforce to achieve organizational goals in a changing environment.

According to DeCenzo and Robbins, “HRM is a process consisting of four functions- acquisition, development, motivation and maintenance of human resources.

Similarly, According to Ivancevich and Glueck, “HRM is concerned with the most effective use of people to achieve organizational and individual goals. It is a way of managing people at work, so that they give their best to the organization.

*HRM is concerned with the qualitative improvement of the employees, continuously enabling them to improve their competency and capability to play their present and future expected roles. The aim is to help the organization achieve its goals more effectively, while at the same time, meeting the employee’s needs in an adequate manner.

Characteristics of HRM

The characteristics of HRM are as follows:

  1. Human Focus: HRM is concerned with the people in an organization. It focuses on individuals possessing energy and competencies. It is always concerns with developing and utilizing human potential.
  2. Management Functions: HRM is a management function. It involves acquisition, development,motivation and maintenances of HR.
  3. Pervasive: HRM covers all levels of management. It is performed by all levels of management.
  4. Continuous: HRM is a continuous function. The activities related to HRM are continuously performed in an organization. It is always concerns with present and future HR.
  5. Mutuality oriented: HRM always tries to improve the relation between employers and employees by integrating their goals.
  6. Dynamic: HRM is a dynamic function. It is affected by the changes in environment. It adapts to the changing forces in the environment.

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