What do you understand of Scope of Human Resource Management?
First, we need to understand about the Nature of HRM, which we have discussed in our previous post you can go through by this link to understand the What is the Nature of HRM or What is the Nature of Human Resource Management?
So, now let discussed the What is the Scope of Human Resource Management? What is the meaning of this?
Let me explain,
First, we need to came to know that The scope of HRM is very vast which included the all major activities in the working life of an employee in an organization from the time of his or her entry into an organization until he or she leaves the organizations which come under the HRM.
The major activities are Human Resource Management which as follows: –
1. HR Planning
2. Job Analysis
3. Job Design – JD
4. Employee Hiring
5. Employee remuneration
6. Employee motivation
7. Employee Training
As per the American Society for Training and Development (ASTD) conducted the study which related to scope of Human Resource Management, and identified nine broad areas of activities of HRM.
They are as follows: –
1. Human Resource Planning
2. Design of Organization and Job
3. Selection and Staffing
4. Training and Development
5. Organizational Development
6. Compensation and Benefits
7. Employee Assistance
8. Union/Labour Relations
9. Personnel Research and Information System
So, all of the above components or activities let’s discussed in details.
A) Human Resource Planning
The objective of HR Planning is to ensure that the organization to provide the right types of persons for particulars activities at the right time and right place.
Human resource planning develops the strategies both long term and short term to meet the manpower requirement of the organization.
We can say that Human resource planning is the continuous process of systematic planning to achieve optimum use of an organization’s most value able assets – quality employees.
There are four keys of steps of Human Resource Planning process. It’s included analyzing present labour supply, forecasting labour demand, balancing projected labour demand with supply and supporting organizational goals.
Also, to satisfy their objective HR managers have to make proper plans to the following: –
1. Find skilled employees.
2. Select, train and reward the best candidates
3. Deal with conflicts
4. Promote employees
B) Design of Organization and Job
Job design (also referred to as work design or task design) is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. Its principles are geared towards how the nature of a person’s job affects their attitudes and behaviour at work, particularly relating to characteristics such as skill variety and autonomy. The aim of job design is to improve job satisfaction, to improve throughput, to improve quality and to reduce employee problems (e.g., grievances, absenteeism).
Source – https://en.wikipedia.org/wiki/Job_design
Job specification identifies the attributes of persons who will be most suitable for each job which is defined by Job description.
C) Selection and Staffing
This is the process of recruitment and selection of staff for a particular job description what is the skill required to do that particular work.
This is involved to find out to matching people and their expectations with which the job specifications and career path available within the organization.
D) Training and Development
This process involved an organized attempt to find out training needs of the employee to meet the knowledge and skill which is needed not only to perform the current job but also to fulfill the future needs of the organization.
E) Organizational Development
This is an important aspect whereby “Synergistic Effect” is generated in an organization i.e. which means that healthy interpersonal and inter group relationship within the organization.
F) Compensation and Benefits
In this area which suggest the compensation and benefits of wages and salaries administration where wages and compensations are fixed scientifically to meet fairness and equity criteria. In addition, labour welfare measures are involved which include benefits and services.
G) Employee Assistance
We know that each employee is unique in character, and their personality expectation. By the reason of being each one faces many problems every day.
Which would be some are personal some are official. In their case, he or she remains worried such worries must be removed to make him or her more productive and happier.
H) Union Labour Relations
Healthy industrial and Labour relations are very important for enhancing peace and productivity in an organization.
I) Personnel Research and Information System
As per the personnel research and information systems study that the Knowledge of behaviour science and industrial psychology throws better insight into the worker’s expectations, aspirations and behaviors.
Advancement of technology of product and production method has created a working environment which is much different from the past.
We know that the Globalization of the economy has increased competition in many areas. The science of ergonomics gives better ideas of doing work more conveniently by an employee.
Thus, the continuous research in HR areas is an unavoidable requirement. It must also take special care for improving the exchange of information through effective communication systems on a continuous basis especially on morale and motivation.
Hence, HRM is a broad concept, which is personnel management (PM) and Human resource development (HRD) are part of HRM.
That’s all from my side.
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M. Com, MBA
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