Before I go down on the concept of nature, scope and role of Human Resource Management, I would like to see a very concise background of a Human Resource Manager.
Human Resource Manager
A human resources manager is responsible for managing and overseeing the personnel department within a company, organization or agency. This includes posting advertisements or approving advertisements for new employees, screening resumes and applications, setting interview appointments and being involved in the hiring process. In most agencies the human resources manager is also key in providing employee supervision and evaluations, retraining employees, offering mediation services for struggling employees as well as firing employees that are not meeting standards.
He must be aware of local, state and federal employment guidelines, manage payroll issues, maintain employee records, complete and record insurance and other programs offered to employees and be able to assist employees in understanding and evaluating the participation in these programs. Human resource managers may also be actively involved in retraining or training new employees or existing employees or answering questions that employees may have on policies or procedures within the company or agency. Workplace safety, employee absenteeism and health issues are also addressed by the human resources manager. The manager may be able to work directly with outside agencies to provide on-site counseling or even specialized programs for additions or crisis intervention counseling or services. Many human resource managers act as the bridge between management and workers in non-union companies. Conflict resolution and improving overall workplace moral is a key part of the role of a human resource manager.
And from the various definitions of Human Resource Management, I like to choose this understanding.
Human Resource Management
Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
The Concept on the Nature, Scope and Role of HRM
Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Nature:
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
- It is pervasive in nature as it is present in all enterprises.
- Its focus is on results rather than on rules.
- It tries to help employees develop their potential fully.
- It encourages employees to give their best to the organization.
- It is all about people at work, both as individuals and groups.
- It tries to put people on assigned jobs in order to produce good results. -
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
- It tries to build and maintain cordial relations between people working at various levels in the organization.
- It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Scope
The scope of HRM is very wide:
Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Role
The existence of a human resources department is vital to overall productivity and efficiency of the strong workforce in any thriving company. In most professional organizations, the role of the human resources department is not sidelined or eclipsed by other departments. In fact, good human resources can be one of the most valued and respected departments in an organization; their job is people, and people are the company's most important asset.
The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business's investment in its people. This makes it a highly complex function - because it deals with not just management issues but human ones as well.
Strategic Role for HR
- “contributing at the table” to organizational results
- HR becomes a strategic partners by:
In the case of the visited company (Ansuico, Incorporated):
As I could remember during an interview with the company’s HR manager, she mentioned less on the nature, scope and roles of the HR Management. It’s because, they were not allowed to talk much about the company for the reason that the management keeps it confidential. Below are from the above information that befit the company’s nature, scope and role of HR Management:
Nature:
- It tries to help employees develop their potential fully. -
It encourages employees to give their best to the organization.
- It is all about people at work, both as individuals and groups.
- It tries to put people on assigned jobs in order to produce good results. -
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
Scope:
Personnel aspect
- concerned with manpower planning, recruitment, selection, placement, training and development, incentives, productivity etc.
Welfare aspect
-It deals with working conditions and amenities such as trainings, assistance, education, health and safety, etc.
Industrial relations aspect
-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Roles:
- Aiding in the self-development of employees at all levels.
- Developing and maintaining motivation for workers by providing incentives.
- Recruitment, selection and placement of personnel.
- Training and development of employees
Administrative role
- clerical and administrative support operations (payroll and benefits work)
- Technology is transforming how HR services are delivered Operational and Employee
Advocate Role
- “champion” for employee concerns
- Employee crisis management -
Responding to employee complaints
References:
http://www.businessdictionary.com/definition/human-resource-management-HRM.html http://www.jobprofiles.org/bushrmanager.htm http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370 http://www.scribd.com/doc/12925140/CHANGING-NATURE-OF-HUMAN-RESOURCE-MANAGEMENT http://jobfunctions.bnet.com/abstract.aspx?docid=260304&promo=100511
Human Resource Manager
A human resources manager is responsible for managing and overseeing the personnel department within a company, organization or agency. This includes posting advertisements or approving advertisements for new employees, screening resumes and applications, setting interview appointments and being involved in the hiring process. In most agencies the human resources manager is also key in providing employee supervision and evaluations, retraining employees, offering mediation services for struggling employees as well as firing employees that are not meeting standards.
He must be aware of local, state and federal employment guidelines, manage payroll issues, maintain employee records, complete and record insurance and other programs offered to employees and be able to assist employees in understanding and evaluating the participation in these programs. Human resource managers may also be actively involved in retraining or training new employees or existing employees or answering questions that employees may have on policies or procedures within the company or agency. Workplace safety, employee absenteeism and health issues are also addressed by the human resources manager. The manager may be able to work directly with outside agencies to provide on-site counseling or even specialized programs for additions or crisis intervention counseling or services. Many human resource managers act as the bridge between management and workers in non-union companies. Conflict resolution and improving overall workplace moral is a key part of the role of a human resource manager.
And from the various definitions of Human Resource Management, I like to choose this understanding.
Human Resource Management
Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
The Concept on the Nature, Scope and Role of HRM
Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Nature:
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
- It is pervasive in nature as it is present in all enterprises.
- Its focus is on results rather than on rules.
- It tries to help employees develop their potential fully.
- It encourages employees to give their best to the organization.
- It is all about people at work, both as individuals and groups.
- It tries to put people on assigned jobs in order to produce good results. -
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
- It tries to build and maintain cordial relations between people working at various levels in the organization.
- It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Scope
The scope of HRM is very wide:
Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Role
The existence of a human resources department is vital to overall productivity and efficiency of the strong workforce in any thriving company. In most professional organizations, the role of the human resources department is not sidelined or eclipsed by other departments. In fact, good human resources can be one of the most valued and respected departments in an organization; their job is people, and people are the company's most important asset.
The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business's investment in its people. This makes it a highly complex function - because it deals with not just management issues but human ones as well.
Strategic Role for HR
- “contributing at the table” to organizational results
- HR becomes a strategic partners by:
- Focusing on developing HR programs that enhance organizational performance
- Involving HR at the strategic planning onset
- Participating on decision making on mergers, acquisitions and downsizing
- Redesigning organizations and work processes
- Accounting and documenting the financial result of HR activities
In the case of the visited company (Ansuico, Incorporated):
As I could remember during an interview with the company’s HR manager, she mentioned less on the nature, scope and roles of the HR Management. It’s because, they were not allowed to talk much about the company for the reason that the management keeps it confidential. Below are from the above information that befit the company’s nature, scope and role of HR Management:
Nature:
- It tries to help employees develop their potential fully. -
It encourages employees to give their best to the organization.
- It is all about people at work, both as individuals and groups.
- It tries to put people on assigned jobs in order to produce good results. -
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
Scope:
Personnel aspect
- concerned with manpower planning, recruitment, selection, placement, training and development, incentives, productivity etc.
Welfare aspect
-It deals with working conditions and amenities such as trainings, assistance, education, health and safety, etc.
Industrial relations aspect
-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Roles:
- Aiding in the self-development of employees at all levels.
- Developing and maintaining motivation for workers by providing incentives.
- Recruitment, selection and placement of personnel.
- Training and development of employees
Administrative role
- clerical and administrative support operations (payroll and benefits work)
- Technology is transforming how HR services are delivered Operational and Employee
Advocate Role
- “champion” for employee concerns
- Employee crisis management -
Responding to employee complaints
References:
http://www.businessdictionary.com/definition/human-resource-management-HRM.html http://www.jobprofiles.org/bushrmanager.htm http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370 http://www.scribd.com/doc/12925140/CHANGING-NATURE-OF-HUMAN-RESOURCE-MANAGEMENT http://jobfunctions.bnet.com/abstract.aspx?docid=260304&promo=100511
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