scope of human resource management

1. Scope of Human Resource Management

2. Content • Overview of Human Resource Management • Find our the scope of HRM • HRM comprises of three aspects • Scope of Human Resource Management • Scope of HRM - As a profession • Conclusion f In this presentation, we provide the information about the content below. I hope this information will be useful for you.

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4. Overview of Human Resource Management Let’s start with the overview • 1

5. Everything you want to understand about the scope of human resource management. HRM is concerned with the “people” aspects of an organization. Obtaining human resources, developing their talents, motivating people for high performance, and ensuring that they maintain their commitment and loyalty to the high performance are the greatest ways to achieve organizational objectives. HRM has a large range of applications. It encompasses all aspects of an employee’s working life.

6. Find out the scope of HRM Human resource planning, job analysis, job evaluation, recruitment and selection, performance appraisal, and a few other HRM scopes. As a result, peter drucker correctly remarked, “management is a multipurpose profession with three jobs, two of which are directly related to personnel: managing a firm, managing managers, and managing workers and the work.” They not only assist in the development of the organization’s rules, but also in the interpretation and application of the system’s rules. They are expected to have the confidence of both management and employees, which is necessary for the corporate organization’s effective and efficient operations.

7. HRM comprises of three aspects • Personnel aspects: • Welfare aspects: • Industrial relations aspects:

8. Personnel aspects Manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoffs and retrenchments, remuneration, incentives, productivity, and so on are all covered.

9. Welfare aspects It deals with issues such as canteens, creches, rest and lunchrooms, housing, transportation, medical aid, education, health and safety, and recreational facilities, among others.

10. Industrial relations aspects This encompasses union-management relations, employee consultation, collective bargaining, grievance and disciplinary procedures, dispute resolution, and among other things.

11. Scope of HRM • (HRM) Human Resource Planning • Job analysis • Performance appraisal • Recruitment and selection • Training and development • Employee motivation • Employee compensation • Industrial relation • Employee welfare • Career development • Organisational development • Performance management systems • Employee assistance • Job design • Labour relations • HR research and information systems and audit • Quality of working life • Personnel welfare.

12. Human resource planning It is the initial phase in the management of human resources. HRP is a process through which a firm assesses its current manpower-the number of people employed, the number of unfilled positions, and if there is an excess or shortfall of staff-and develops strategies and policies to address these issues. It also estimates future manpower requirements. It compares labour supply and availability to the company’s objectives and allocates the best person for the task.

13. Job analysis Human resource management depends heavily on job analysis. It provides the framework for hiring, training, and developing employees. Every job is examined to determine the job’s basic need – “what the job requires of a worker.” The nature of the job, the skills, and abilities required to do the job, and the duties and responsibilities of the worker required for the job are all covered in a job analysis. This helps in the recruiting and selection process, allowing for the appointment of the most qualified candidate for the job, as well as the organization of training and development programmes for employees to match their skills and abilities to the job requirements.

14. Job evaluation It serves as the foundation for determining wages and salaries. To assess the relative relevance of different jobs inside the organization, different jobs are compared and appraised. The jobs are compared, ranked, and graded. Position evaluation determines how much pay a specific job should receive based on its importance to the organization’s operations. This aids in calculating a fair salary and compensation package, as well as a fair pay structure.

15. Recruitment and selection Based on human resource planning and job analysis, the organization determines its personnel needs and investigates various internal and external sources for human resources. Recruitment is the term for this procedure. The proper person is chosen and assigned to the job. Receiving applications, testing, interviews, medical examinations, and final selection are all part of the selection process. Employee happiness is improved through proper selection and placement, which helps the firm by increasing production and efficiency.

16. Performance evaluation It is a means of evaluating employee performance in a methodical manner. This assists in determining the strengths, employees, and weaknesses. It is a control procedure in which employees’ performance is compared to a standard level of performance, and corrective action is done if actual performance falls short of the norm. This aids management in making decisions about promotions and salary raises which may be granted if an employee meets or exceeds the benchmark. It also assists management in determining the training and development requirements for employees who need to improve their skills.

17. Training and development Human resource management is responsible for developing and implementing training and development programs for new and existing employees. This aids in the qualitative and quantitative performance of the workforce. Employees may benefit from training to adapt to changing technological and other internal and external work contexts. Employee development allows them to flourish in their current position while also preparing them for future posts with more responsibility.

18. Employee compensation Human resource management defines the compensation structure for various employees based on their qualifications, efficiency, experience, and job nature. It also establishes the rewards and incentives that employees will receive in exchange for their contributions to the organization.

19. Employee motivation Employee motivation is critical for retaining and sustaining personnel inside the organization. When it comes to staff management, motivation is crucial. It assists in increasing employee productivity. Employees might be motivated in several different ways. Employees are motivated by recognition and reward for achievement, promotion, salary raises, and other monetary and nonmonetary incentives.

20. Employee welfare Employee welfare is prioritized by human resource management, which includes canteens, creches, rest and lunchrooms, housing, transportation, medical aid, education, health and safety, medical care, sickness benefits, and recreation facilities. It attempts to increase the quality of life at work by providing a better working environment, job security, flexible working hours, and eliminating workplace dangers, improving productivity and quality of work. Employees’ morale and motivation are enhanced by non monetary incentives in addition to monetary benefits.

21. Industrial relation Labor unrest, conflicts between workgroups, and conflicts between workers and management over low pay and a poor working environment are all common issues that must be carefully addressed by striking a balance between the workers’ interests and the organization’s and management’s interests. Human resource management aims to create and maintain a pleasant and cordial relationship between the employer and the employees.

22. Conclusion in this blog, you have learned about the scope of human resource management. I hope you have understood. With the fast-paced nature of today’s environment, the scope of human resource management must be wide and evolve to meet the organization’s current needs. To succeed in the market, one must first win the workplace, and the key to doing so is putting in place a strong and adaptable human resource management function