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What Is HRM - Article

The document discusses the definition and scope of human resource management (HRM). It begins by distinguishing HRM from related terms like personnel management and employee relations. It then outlines two main definitions of HRM: 1) managing employees in a structured way through activities like hiring, compensation, and performance reviews, and 2) managing the collective relationship between management and employees to achieve organizational goals through employee development and fulfillment. The key difference is that HRM focuses more on strategic resource management rather than just workforce administration. In conclusion, HRM is about effectively managing people in organizations to meet both employee and business objectives.

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26 views2 pages

What Is HRM - Article

The document discusses the definition and scope of human resource management (HRM). It begins by distinguishing HRM from related terms like personnel management and employee relations. It then outlines two main definitions of HRM: 1) managing employees in a structured way through activities like hiring, compensation, and performance reviews, and 2) managing the collective relationship between management and employees to achieve organizational goals through employee development and fulfillment. The key difference is that HRM focuses more on strategic resource management rather than just workforce administration. In conclusion, HRM is about effectively managing people in organizations to meet both employee and business objectives.

Uploaded by

dilsharakavindi57
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
You are on page 1/ 2

What is HRM

We often hear the term Human


Resource Management, Employee
Relations and Personnel
Management used in the popular
press as well as by Industry experts.
Whenever we hear these terms, we
conjure images of efficient
managers busily going about their
work in glitzy offices.

In this article, we look at the


question “what is HRM?” by
giving a broad overview of the topic
and introducing the readers to the
practice of HRM in contemporary organizations. Though as with all popular perceptions, the
above imagery has some validity, the fact remains that there is much more to the field of HRM
and despite popular depictions of the same, the “art and science” of HRM is indeed complex.
We have chosen the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.

As outlined above, the process of defining HRM leads us to two different definitions. The
first definition of HRM is that it is the process of managing people in organizations in
a structured and thorough manner. This covers the fields of staffing (hiring people),
retention of people, pay and perks setting and management, performance management,
change management and taking care of exits from the company to round off the activities.
This is the traditional definition of HRM which leads some experts to define it as a modern
version of the Personnel Management function that was used earlier.

The second definition of HRM encompasses the management of people in


organizations from a macro perspective i.e. managing people in the form of a collective
relationship between management and employees. This approach focuses on the objectives
and outcomes of the HRM function. What this means is that the HR function in contemporary
organizations is concerned with the notions of people enabling, people development and a
focus on making the “employment relationship” fulfilling for both the management and
employees.

1
These definitions emphasize the difference between Personnel Management as defined in the
second paragraph and human resource management as described in the third paragraph. To
put it in one sentence, personnel management is essentially “workforce” centered
whereas human resource management is “resource” centered. The key difference is
HRM in recent times is about fulfilling management objectives of providing and deploying
people and a greater emphasis on planning, monitoring and control.

Whatever the definition we use the answer to the question as to “what is HRM?” is that it is
all about people in organizations. No wonder that some MNC’s (Multinationals) call the HR
managers as People Managers, People Enablers and the practice as people management. In
the 21st century organizations, the HR manager or the people manager is no longer seen as
someone who takes care of the activities described in the traditional way. In fact, most
organizations have different departments dealing with Staffing, Payroll, and Retention etc.
Instead, the HR manager is responsible for managing employee expectations vis-à-vis the
management objectives and reconciling both to ensure employee fulfillment and realization of
management objectives.

In conclusion, this article has briefly touched upon the topic of HRM and served as an
introduction to HRM. We shall touch upon the other topics that this field covers in other
articles.

Following are the important concepts of Human Resource Management:

• Importance of HRM
• Scope of HRM
• Various Processes in HRM
• What is Human Resource Planning?
• The HRM Function
• Functions of a Human Resource Manager
• Staffing Role of the HR Manager
• Role of HRM in Leadership Development
• Role of HR in People Empowerment
• Talent Management and HRM
• Performance Management as a HR Management Concept
• Hiring Strategies
• Retention Strategies

https://www.managementstudyguide.com/human-resource-management.htm

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