What is HRM?

Human Resource Management is the management of workforce and organization. It is responsible for recruitment, training, assessment and recognizing employees while administering organization surveillance and work culture. HRM also ensures abidance with labour laws. In simple words, Human Resource Management is defined as the organizing, planning and governing of the development, procurement of the human resources to the edge that a person, organization and social goals are supported. HRM pertains to the overall skill, attitude and knowledge that a firm requires to perform. It comprises interest and effort to manage the workforce. The everyday chores of HRM are to select, train employees and develop good relations with them.

[Image will be uploaded soon]


As per the definition mentioned above of HRM, here are nine features of Human Resource Management. 

1. Substantial Existence

HRM is a universal component in every organization. Even small enterprises need a human resource team to evaluate the requirement and recruit people accordingly. The implication of principles remains the same irrespective of the nature, size and purpose of the firm. Human resources can be an individual or a team depending on the expansion and complexity of a firm. Majority of the firms deploy a team of experts that can regulate the entire organization's workforce and position them as per their capabilities.

2. A Component of Management Domain

HRM plays a vital role in an organization's discipline. It is not regarded as a whole discipline but is certainly a field of study. However, HRM lies under the management process; it brings out management strategies, principles and concepts and utilizes it to regulate human resources of any firm. An HRM builds a communication channel between the top management and employees to strengthen a firm's financial and professional roots.  Companies with efficient HR professionals are more likely to expand than firms with weak HR skills. 

3. An Action-oriented Sector

The vital role of HRM is to take action according to the company's policy. It means the HR department is not all about record-keeping and written rules. They take action to solve employees' problems as soon as possible. To solve problems that require the involvement of top management authorities, the HR department communicates with them and solves the crisis. 

4. Development-oriented 

HRM looks at the capability of each employee and positions in order to utilize the skills. It changes the compensation structure as per the employee requirements. The HR department also caters to training to enhance the worker's skills to boost productivity. It helps in determining work responsibilities and discover employees' hidden abilities to serve the organizational goal.  

5. Presided Towards the Fulfilment of Goals 

Human Resource Management works for fulfilling a company's set of objectives. It empowers an organization through tools and strategies for effective management.  

From hiring to rewarding to resigning, HRM manages and keeps a record of every employee. It helps an organization to grow exponentially by handling resources efficiently. Mishandling of resources can lead to bankruptcy, mismanaged manpower and violation of company discipline. 

6. People-centered

HRM is all about people at work as a solo worker and a group. It strives to support employees to develop their potential and be productive. It deals with the people-oriented job and manages functions like training, hiring working performance and more. Human Resources has the capacity of building human capital. Humans are important for achieving organizational goals and the performance is based on the virtue of employees.

Managers in every hierarchy need to manage people in a way or another. From workers to managers, every individual in an organization has to deal with human resource management. 

7. HR philosophy

HRM is a philosophy that does not assume a human being as a facet of production like capital or labour. HRM acknowledges employees' qualities and utilizes their skills according to the company's requirements.

Every manager should have the necessary social skills to interact and establish a bond with the employees. If an employee has a good relationship with the HR department, s/he is more likely to sustain in the organization.

8. Functions Continuously

The process of HRM is steady and has to run all the time without halts. An organization requires effective workforce management for functioning smoothly. 

It requires constant efforts instead of one-shot actions. HRM is a permanent process and managers at every level deal with people. They need to regulate paychecks without any error and calculate incentives for OT and medical reimbursement. Human resources primarily work for managing the workforce to complete a project.

9. Extensive Range of Activities

HRM involves various processes concerned with the management of the workforce. It comprises HR planning, placement, employment, appraisal, compensation and maintenance of workers. 

For performing these activities, an organization needs an individual or group of people known as HR or Human Resource Department. The HR department tracks the productivity index of each employee and provides appraisal to the employee as per his/her efforts.

FAQs (Frequently Asked Questions)

1. How can we ensure smooth management succession?

Ans: Sometimes hiring an expert professional from external sources can be the only convenient short-term option. However, long term smooth management is vital to elevate productivity and sales for the company. To make sure of smooth management succession, a company should go for a leadership pipeline idea. This idea was originated by Walt Mahler, a very popular name from the management field. According to the theory, Mahler noticed every aspect that is required for successful management. 

Mahler developed the crossroad model, indicating that every organization has specific leadership crossroads. This theory states how to manage yourself, blue-collared workers, top-level executives, managers and functional managers.

2. How can one assess people's skills?

Ans: Here are the two ways to assess the skills of any individual working in an organization.

Give them a problem that mandates soft skills: Instead of asking theoretical questions about soft skills, give them a real-life problem where they can implicate soft skills. Ask them to walk you down the process and tell them to justify every action. At every level, ask them which soft skills are required to crack the problem.

Let them find problems in the current process: During the interview, provide a flawed project proposal to the applicant and ask them to find the errors and its solutions for smooth functioning.

Students Also Read