Scope and Role of Human Resource management

 Scope of  HRM

• Personnel Aspect - This is concerned with man, power planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentive, 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 Aspects-This covers union-mgt relation, joint consultation,collective bargainig, grievance and disciplinary  procedure  ,settlement of dispute  etc. 

Rule  of human Resource manager

Role of HR manager is shifting from a protector and screener to the planner and change agent. In present day competitive  world , highly trained and committed  employees are often a firm's  best bet. HR professionals play a key role in planning  and implementing downsizing, restructuring and other cost - cutting activities. They enable  a firm to be more responsive  to product  innovation  and technological changes. 

Human Resource Mgt

 Meaning 

Human resource  mgt is a process of bringing  people and organisation  together so that the goals of each are met.  It is that part of mgt process which is concerned with the mgt of human resource  in an organisation . It tries to secure the best from people  by winning their whole cooperation. 

In short, it may be defined as the art of Procuring,  developing  and maintaining competent workforce of achieve the goals of an organisation in an effective and efficient manner.

Features 

1. Pervasive force - HRMis pervasive  in nature.  It is present  in all enterprise. It permeates  all levels of mgt in an organisation. 

2. Action Oriented - HRM focuses attention  on action,  rather than on record keeping. Written procedure  or rules. The problems of employees at work are solved through rational policies. 

3. Individually Oriented - It tries to help employees develop their potential  fully. It encourages them to give out their best to the organisation. It motivates employees through a systematic  process of recruitment,  selection  , training and development  coupled with faor wage policies. 

4. People  Oriented - HRM is all about people at work, both as individual  and groups. It tries to put people on assigned jobs in order to produce  good results  .

5. Continuous  Function - According  to Terry, HRM is not a one short deal.  It cannot be practised only onr hour each day or one day a week. It requires a constant alertness  and awareness  of human relations and their importance in every day operation.