Human Resource Management is an essential part of management. Human Resource is a very important resource for any management and human resource management helps the management to take the right step to satisfy its human resource and got maximum output from them. Its main objective is to identify the knowledge, key skills, dedication of the employees and distribute the rewards among the good employees whenever required so that the goals of the organisation are fulfilled. Human Resource Management also looks up the training and development activities of the employees to enhance the capability. It is also the responsibility of the Human Resource Management that they recruit the best employees at an optimal cost to increase the efficiency and productivity.
Every organization need a Human Resources management department for various functions such as recruiting new employees, tracking and recording employees sick leave and absenteeism, making policies to monitoring benefits etc.
The main functions of Human Resource Management are to recruit, select, train and develop the employee of an organization.
- Human Resource Planning: Human Resource Planning is known as the process of supplying right type of people in the right number by forecasting the future demand and supply of the organization.
- Job Analysis: The method of learning, understanding and collecting various informations of a specific job related to its responsibilities and operations. Job Descriptions and Job Specification are the two immediate products of Job Analysis.
- Recruitment: Recruitment is the procedure of searching and attracting suitable candidate for employment. This process starts when the new employees are required for the organization and finish when the applicant submit their applications. The new employees are selected among the pool of applicants.
- Selection: Selection is the process of picking the right candidates who are best for the job and organization among the applicants.
- Placement: Placement is the process of the distribution of people to a job. The right employee must be posted in right place to get better result.
- Training and development: Training and development is an effort to improve the performance of employee by providing an environment where employee learns how to increase their skills and knowledge. This will change the attitude of the employee resulted in high performance. Employee’s Performance Deficiency can be filled by the training and development.
- Remuneration: Remuneration is the payment which an employee gets after every month end from the organization for his or her contribution.
- Motivation: Motivation is a psychological process that influences an employee to do his or her work in proper manner so that they have a chance of getting reward or financial gain.
- Communication: The process of understanding and exchanging information among the employee is known as communication.
- Health and Safety: Health and Safety of the employees are two important factors for getting maximum output from the employees. The human resource management must focus on it to ensure good health and safety of the employees.
- Participative Management: Workers participation may be used as the participation of workmen or their recognize representative in the decision making process, negotiations, exchange of information.
- Welfare: Welfare means all the facilities which are necessary for the growth of the workmen must be provide to them by the employer so that they perform their duty with high morale.
- Transfer: Transfer is the process in which the job place of an employee or nature of job of an employee changes without changing in the remuneration or responsibilities.
- Separations: Separations is the process where an employee resigned from his job or the employer dismisses an employee from the job.
- Employee Relations: Employee relation is related with the rules, policy and procedures adopted by employer and unions to decide the incentive for attempt and other circumstances of employment, to defend the benefit of the employed and their employers, and to control the ways in which employers treat their employees.
- Disputes and their settlement: Industrial disputes mean difference between employers and employees, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or terms of employment or with the conditions of labour of any person.