HRM System in an Organization

HRM System in an Organization

Human resource management deals with people dimension in organization. If focuses on management of human abilities.

To understand what human resource management is, first we should review what manager do most experts agree that there are five basic functions manager perform: planning, organizing, staffing, leading, and controlling. In total, these management process functions represent the management process. Some of the specific activities involved in each function include;

1. Planning: Establishing goals and standards; developing rules and procedures; developing plans and forecasting predicting or projecting some future occurrence.
2. Organizing: Giving each subordinate a specific task; established departments; delegating authority to subordinates; establishing channel or authority and communication; coordinating the work of subordinates.
3. Staffing: Deciding what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standard; counseling to employees; training and development of employees.
4. Leading: Getting order to get the job done; maintaining morale; motivating to subordinates.
5. Controlling: Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standard; taking corrective action as needed.

Human resource management refers to the practices and policies you need to carry out the people or personnel aspects of your management job. These includes:

• Conducting job analysis (determining the nature of each employee’s job)
•  Planning labor needs and recruiting job candidates
• Orientating and training new employee
• Managing wages and salaries (i.e. how to compensate employees)
• Providing incentives and benefits
• Performance Appraisal
• Communicating (interviewing, counseling, disciplining)
• Training and development
• Building employee commitment
• And a manager should know that about
• Equal opportunity and affirmative action
• Employee health and safety
• Grievances and labor relations

Why are these concepts and techniques important to all managers?
Perhaps, it is easy answer by listing some of the personnel mistakes you doesn’t want to make managing. For example, you don’t want:

• To hire the wrong person for the job 
•  To experience high turnover
• To find your people not doing their best
• To waste time with unless interviews
• To have you company taken to court because of your discriminatory actions
• To commit any unfair labour practices
• To have your company cited under federal occupational safety for unsafe practices
• To have some of your employees think their salaries are unfair and inequitable relative to others in the organization.
• To allow a lack of training to undermine your department’s effectiveness.

Line Manager’s Human Resource Management Responsibilities
According to one expert, “the direct handling of people are and always has been an integral part of every line manager’s responsibility, from president down to the lowest level supervision.” For example, one major company outlines its line supervisor’s responsibilities for effective human resource management under the following general headings.

• Placing the right person on the right job
• Starting new employees in the organization (orientation)
• Training employees for job that are new to them
• Improving job performance of each person
• Gaining creative cooperation and developing smooth working condition
• Interpreting the company’s policies and procedures.
• Controlling labour cost
• Developing the abilities to each person
• Creating and maintaining departmental moral.
• Protecting employee’s health and physical condition

In small organizations, line managers may carry out all these personnel duties unassisted. But as the organization grows, they need the assistance, specialized knowledge, and advice of a separate human resource staff.