Assignment 9 HRM

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Human resource management is one of the most populer decipline as the days are becoming more and more competitive you need to have the best possible people. apart from hiring retaining and getting the best productivity,industrial relations,compensation,performance appraisal are the specialised aspect and unlike old time it can not be handled by any manager. you need to have a well equipped Human resource department headed by a very senior HR professional.today HRM is as importantas Finance or Marketing and operation

Human Resource Manage­ment: 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.

Human Resource Manage­ment: 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.

Human Resource Management: Role

Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.

Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.

Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.

Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.