MEANING AND DEFINITION OF H.R.M - HUMAN RESOURCE MANAGEMENT


MEANING AND DEFINITION OF H.R.M
BY
SMART LEARNING WAY

CONTENTS 

Introduction
meaning
Definition
Conclusion

Introduction 

Simply  put , human resource  management is  function  that helps managers recruit, select, train and develop members  for an organization.

 H.R.M refers to a set of programmers. Function  and activities designed and carried out  in order to maximize both  employee as well as organizational effectiveness.

H.R.M is a management function that helps managers recruit select, train & develop  members for an organization

Obviously ,H.R.M  is concerned with the     people's  dimension  in organizations

Meaning and definition

1)Human Resource  management  is a management  function  that  helps  managers  recruit , select ,train and develop  members for an organization .

2)Organization    are not mere bricks  ,mortars or inventories .they are people .it is the people who staff and  manage organizations .

3)H.R.M  is  also a function  of  management ,concerned with  hiring, motivating and maintaining people in an organize

4)H.R.M . Applies management ,principles in procuring, developing ,maintain people in the organization.

5)H.R.M is a  series of  integrated  decision that  from the  employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their  objectives

6)H.R.M  is the planning ,organizing directing and controlling of the  procurement development, compensation, integration,maintence and separation of human resources to the end that individual  organizational and social objectives are accomplished

7)It is not confined to business  establishment only  ,H.R.M is applicable also to the non business organisation,like government  department, education health career e.t.c

8)H.R.M  is  planning ,organization directing & controlling of the   procurement development, compensation integration ,maintenance, separation of HR to the end that individual organization &societal objectives are accomplished.

9) H.R.M  involves the  application  of management function  and  principals .the functions  and  principals  are  applied  to acquisitioning , developing  maintaining , and  remunerating  employees in  organizations

10)  Decisions  relating  to  employees must be  integrated , decisions on different  aspects  of  employees in  organizations

11) Decision  must influence  the effectiveness  of an  organization ,effectiveness  of an organization  must result in battement of services to customers in the from of  high –quality  products  supplied at reasonable  costs 

12) H.R.M  function are  not confined  to business  establishments  only. The  are  applicable to non  business  organizations  too, such as  education ,health care, recreation and  the like 

13) H.R.M a  series  of integrated decisions  that from  the  employment  relationship  ;their quality  contributes to the ability of the  organizations  and the  employees to achieve their  objective.

14)   H.R.M  is  the  planning ,organizing , directing  and controlling of the  procurement . Development. Compensation, integration , maintenance and separation  of human  resources to the end that individual , organizational ,and social  objectives  are accomplished.          
                                                                                                                                                                                                                                                                              
15) H.R.M  is the  planning  ,organizing , directing  and controlling  of the procurement  development , compensation  integration, maintenance and    separation of human resources  to the  end that individual, organizational and  social  objectives are accomplished

16) H.R.M  refers to a set of programmers  function  and   activities  designed and  carried  out in order  to  maximize both employee as  well as organizational effectiveness.

17) assuming that  the term H.R.M  is accepted  it lacks the capacity to transform or replace deeply rooted models of P.M and industrial relations

18) H.R.M is a management function that  helps managers plan, recruit, select train, develop ,remunerate and maintain  members for an organization.

19) the role of H.R.M is significant in the strategic  management  process, particularly in formulating and  implementing strategies.

 20) H.R.M  make strategic  management highly effective  by supplying human resources who are competent and committed

21) H.R.M is no panacea ; no set of employment policies  ever will be, but as a persuasive account of the logic underpinning  choices  in certain organizations and as an aspiration pathway for others it is an idea worthy examination.

22)H.R.M  issues ,functions and policies and practices that result from the strategic  activities of  multinational  enterprise  and that impact the international concerns and goals of  those enterprise

23) H.R.M   as one  specific and arguably minority form of approach to employment management .

24) H.R.M is a distinctive approach to employment management which seeks  to  achieve competitive advantages through the  strategic  development and  of a highly committed and capable workforce using an  array  of cultural structural and personnel techniques

26 )  the well faire function ( cattiness , crèches housing ,personal problems of workers  schools and recreation)

27) personal function  consoled with recruitment  placement, promotion, incentives remuneration productivity, time keeping e.t.c of employs

28) the industrial relations  functions censured with tread union negotiations settlement of industrial  despites joint consultation and collective darkening

Conclusion

As in any other discipline, there is of  semantics in H.R.M ,too.first, we have  two terms, namely, personnel management and H.R.M. between these two terms  is a difference, and it is useful to understand as to what it is.
H.R.M differs from PM both in scope and orientation .
H.R.M cannot  be  treated in isolation.

H.R.M  represent the  latest term in the evolution of the subject
H.R.D therefore ,is a part of H.R.M

BIBLIOGRAPHY

1)   Human resource management
                BY  John storey
         The open university  business school 

2) H.R.M  and personnel management

          BY K.AAWATHAPPA 

3) H.R.M.
          By Mc Graw –hill



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