Unit 1 (P 2) HRM in context: Nature and Objective of HRM

Nature/ Characteristics/ Features of HRM:

HRM is process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their  cooperation. In short, it may be defined as the art of procuring developing and maintaining good relationship with competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features, or characteristics, or nature:

1. Pervasive force: HRM in pervasive in nature. It is present in all enterprises. It permeates all levels of management in organizations.
2. Action oriented: HRM focuses attention on action, rather than on record keeping written procedures or rules. The problems of employees at work solved through rational policies.
3. People oriented: HRM 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. The resultant gains are used to reward people and motivate them toward further improvements in productivity.
4. Future oriented: Effective HRM helps an organization meet its goals in the future by providing for competent and well motivated employees.
5. Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. 
6. Integrating mechanism: HRM tries to build and maintain cardinal relations between people working at various levels in the organization. In short it tries to integrate human assets in the best possible manner the service of an organization.
7. Comprehensive functions: It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources remains the same. 
8. Auxiliary service: HR departments exist to assist an advice the line or operating managers to do their personnel work more effectively. HR manager is a specified advisor. It is staff function.
9. Continuous functions: HRM is not a one shot deal. It cannot be practiced only one hour each day or one day a week. It requires a constant alertness and awareness of human relations and their importance in every day operations.
10. Mutuality oriented: It concerns in achieving both organizational and employee objective and creating harmonious relation between them.  

((http://www.citeman.com/11262-nature-of-hrm-human-resources-management.html#ixzz2035lvDy7))

Objectives of HRM:

1. Societal Objectives: The societal objectives focus on social and ethical responsible for the needs and  challenges of society. While doing so, they have to minimize the negative impact of such demands upon the organization. The failure of organizations to use their resources for society benefit in ethical ways may lead to restrictions. For example, the society may limit human resource decisions to laws that enforce reservation in hiring and laws that address discrimination, safety or other such areas of societal concern.
2. Organizational Objectives: The organizational objectives recognize the role of human resource management in bringing about organizational effectiveness. Human resource management is not an end in itself; it is only a means to assist the organization with its primary objectives. Human resource department exists to serve the rest of the organization.
3. Functional Objectives: Functional objectives try to maintain the department’s contribution at a level appropriate to the organizations needs. Human resources are to be adjusted to suit the organizations demands. The department’s level of service must be tailored to fit the organization it serves.
4. Personal Objectives: Personal objectives assist employees in achieving their personal goals, at least insofar as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if they are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline giving rise to employee turnover. 

http://www.scribd.com/doc/61824962/7/Objective-of-HRM

Long Questions:

1. Discuss about the challenges faced by HRM in fulfilling societal objective.
2. "Personal objectives of employees must be met if they are to be maintained, retained and motivated". Justify the statement.
3. HRM is pervasive and continuous in nature. clarify.

Short Questions:

1. State any three new feature of HRM, which are not mentioned above.
2. Give the example of objectives to be achieved in all the" Four objective of HRM".