What are the features of human resource management?

Today’s HRM is a combination of both the versions. HRM is management of human energy and capabilities.

1. It is an art and a science:

The art and science of HRM is indeed very complex. HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

2. It is pervasive:

Development of HRM covers all levels and all categories of people, and management and operational staff. No discrimination is made between any levels or categories. All those who are managers have to perform HRM. It is pervasive also because it is required in every department of the organisation. All kinds of organisations, profit or non-­profit making, have to follow HRM.

3. It is a continuous process:

First, it is a process as there are number of functions to be performed in a series, beginning with human resource planning to recruitment to selection, to training to performance appraisal.

To be specific, the HRM process includes acquisition (HR planning, recruitment, selection, placement, socialisation), development (training and development, and career development), utilization (job design, motivation, performance appraisal and reward management), and maintenance (labor relations, employee discipline, grievance handling, welfare, and termination). Second, it is continuous, because HRM is a never-ending process.

4. HRM is a service function:

HRM is not a profit centre. It serves all other functional departments. But the basic responsibility always lies with the line managers. HRM is a staff function – a facilitator. The HR Manager has line authority only within his own department, but has staff authority as far as other departments are concerned.

5. HRM must be regulation-friendly:

The HRM function has to be discharged in a manner that legal dictates are not violated. Equal opportunity and equal pay for all, inclusion of communities in employment, inclusion of tribal’s (like Posco or Vedanta projects) and farmers in the benefits and non-violation of human rights must be taken care of by the HRM.

6. Interdisciplinary and fast changing:

It is encompassing welfare, manpower, personnel management, and keeps close association with employee and industrial relations. It is multi- disciplinary activity utilizing knowledge and inputs from psychology, sociology, economics, etc. It is changing itself in accordance with the changing environment. It has travelled from exploitation of workers to treating them as equal partners in the task.

7. Focus on results:

HRM is performance oriented. It has its focus on results, rather than on rules. It encourages people to give their 100%. It tries to secure the best from people by winning the whole hearted cooperation. It is a process of bringing people and organization together so that the goals of each are met. It is commitment oriented.

8. People-centred:

HRM is about people at work both as individuals and a group. It tries to help employees to develop their potential fully. It comprises people-related functions like hiring, training and development, performance appraisal, working environment, etc.

HRM has the responsibility of building human capital. People are vital for achieving organizational goals. Organizational performance depends on the quality of people and employees.

9. Human relations philosophy:

HRM is a philosophy and the basic assumption is that employees are human beings and not a factor of production like land, labour or capital. HRM recognises individuality and individual differences. Every manager to be successful must possess social skills to manage people with differing needs.

10. An integrated concept:

HRM in its scope includes Personnel aspect, Welfare aspect and Industrial relations aspect in itself. It is also integrated as it concern with not only acquisition, but also development, utilization, and maintenance.

HRM means to Select, Develop, Motivate and Maintain human resources, in the organisation.

Acquisition of human resources : This function includes Human Resource Planning, Recruitment, Selection, Placement and Induction of staff

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Features of Human Resource Management

Human resource management is regarded as sub system of the organization. Human resource offers a distinct approach of managing human resources in today's competitive and changing environment. It is an emerging discipline, which possesses the following features:

1. Human Resource Management Is A Management Of An Individual

Human resource management is concerned with people dimension of management. Hence it manages different people such as worker/labor, supervisors, managers, departmental heads and other related top managers too. Therefore, human resource management is defined as the management of human resource and their commitment towards work. 

2. Human Resource Management Is A Continuous Process

Human resource management is not a shot affair, rather it is an ongoing process of managing people and their competencies. It is continued till the dissolution of an organization. All the processes involved in HRM should run continuously. 

3. Human Resource Management Is A Dynamic Function

The principles and practices of HRM should not be rigid. Rather they should be dynamic. It means HRM is a dynamic function whereby the procedures and practices are influenced by the environmental factors. Employees should gain an updated knowledge and ability to work in the changing environment.

·         Human resource managements

·         Business Risk

·         Customer service objectives

4. Human Resource Management Is a Universal Function

HRm is a universal function in the sense that it is applicable in all types of organizations. The principles and practices are applied irrespective of size, nature, scope and purpose of the organization.

5. Human Resource Management Is A Strategic Approach

HRM is taken as strategic approach for organizational development. It helps to mobilize human resource in the organization in order to achieve the stated goals and objectives strategically. All the activities of management are arranged in such a way that they are interconnected with efficient and effective utilization of human resources according to change in organizational strategy.

6. Integration Of Goals

Usually there is a goal difference between organizational goal and individual goal. An employee wants to satisfy his/her individual goal first. But managers want to accomplish organizational goals before something else. Hence, HRM practices and principles help in integrating individual and organizational goal into a framework. As a result of which, employees are motivated towards higher level work performance for achievement of organizational goal.

7. Human Resource Management Is Future-oriented

HRM is future oriented behavior in the sense that it helps in assessing human resource requirement for future. It helps in determining future goals and objectives of the organization and it employees the people to get the job done in future period of time.

Axes Human Resources Management, which focuses on finding the best ways to set up and configure the structureManpower and relocated them in the appropriate career paths and the Department of Human Resources within those tracks to achieve in the end, raising the level of performance of the human element.

Here are the four features of human resource management.

Number one: Organizational management Organizational management is needed in every business because it is used to support the entire business, the employees, and the business itself. Organizational management helps improve the employees and the business so that the employees and the business can better serve their customers, which makes them more profitable. Organizational management works best by having a leader that understands all of the issues that are facing the business because they can implement plans that are designed to handle each individual issue. Organizational management will also be able to maintain operational functions, develop employee skills, and manage human resources while dealing with each individual issue that the business faces.

Number two: Personnel Administration Personnel administration is just another name for the human resources department in a business. This section of the business is one of the most important departments of the business because of how important their role in the business is. The personnel administration is responsible for all aspects of the employees. This means that they are in charge of recruiting employees, they must plan any recruiting activities, even if it is the simple process of placing an ad in the newspaper. Personnel administration is also responsible for hiring employees and training employees. Personnel administration develops the training programs for each job level at the organization, even if they are not the ones to do the actual training of the employees. Perhaps the most important aspect of the personnel administration is that they are responsible for creating employee assessment forms that other managers use to asses an employee’s skills.

Number three: Manpower ManagementManpower management is an extension of the personnel administration, except it only focuses on the recruiting aspect of hiring the employees. Every great organization needs to have manpower management in their human resources department so that they can focus on hiring the right employees for the jobs that are available. Having a great manpower management team is going to ensure that your job positions are properly described, which helps your business recruit the right employees for your organization. A great example of manpower management is websites such as Monster.com. The website allows you to post job descriptions, so you can recruit employees for any open positions, but you can also browse through potential employees resumes to find somebody who meets your business’ needs.

Number four: Industrial Management Industrial management is the last feature of human resource management and focuses on the performance of the employees within the organization. Industrial management involves keeping records of the employee’s performance based on their specific job, but records are also kept on the performance of the machines to ensure that the machines are working properly so the employees can get their jobs done as efficiently as possible. Keeping track of this kind of information allows your business to see what improvements need to be made, making the necessary improvements means that work is done at a faster pace and it is done more efficiently.

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