Characteristics of Human Resource Management

1.       People focus: - Human resource management is concerned with managing people in organization. It is concerned with people dimension in management. Human Resource Management is concerned with acquisition, development and motivation and maintenance of people in organization. Human resource management rewards people important resource that can be developed and better utilize. It regards people as a source of competitive advantage.

2.       Management Function: - It is important function of management like planning, organizing, directing and controlling. Human Resource Management is also important function of management.

3.       Continuous commitment: - Human Resource Management is continuous function that must be performed continuous function that must be performed continuously. It is not one time event or function. It must be performed continuously.

4.       Dynamic: - Human Resource Management is a dynamic function. It is influence by change in environment and it adjusts with changing environment. Human Resource Management is flexible enough. Its policies and practices can be change in accordance with the change in environment.

5.       Regards people source of competitive advantage: - Human Resource Management regards people as a source of competitive advantage. Competitive advantage is advantage over competitors and competitive advantage can be achieved through competent and capable manpower. Strategic resources that can be developed and better utilized.

6.       System: - Human Resource management is a system composed of acquisition, development, motivation and maintenance of subsystem. Human resource management utilizes human resource to increase productivity. Human resource management is a system composed of input process, output and feedback component.

7.       Mutuality of interest: - It means common interest between employer and employees. Human Resource management ensures employees commitment. Human Resource Management integrates organizational goal with individual goal. It keeps balance between organizational goal and individual goal. Human Resource Management believes that along with organizational goal, interest individual interest must be solved.

Human Resource management

Ø      Organization are staffed and managed by people. Without people existence, survival and growth of organization is not possible. Every organization aims to achieve its ultimate goal with the help of competent and capable manpower. Therefore people occupy significant place in organization. They are the strategic resources of organization. They are the source of competitive advantage. Competitive advantage is the advantage over competition. Before defining HRM let us know what Human Resource is.

We cannot say every person as Human Resource. Those people who have skill, knowledge and ability and who are ready to contribute their skill, knowledge and ability in the achievement of organizational goal they are called human resource.

From the national view point those people who have skills, knowledge and ability and are willing to contribute their skill, knowledge in the development of nation they are called human resource.

Human resource management is the process of managing Human resource in organization to achieve organizational goal. Human resource management is concerned with the acquisition, development, motivation and maintenance of people in organization. It is concerned with people dimension in organization. Human resource management in other words is managing human energies and competency.

According to Gerry Dressler,”Human resource management refers to the policies and practice involved in carrying out the people or human resource aspect of management, position including recruitment and appraising”.

Human resource management is the outgrowth of older personnel management or it is also said Human resource management is the new version of personnel management. Human resource management emerged only after 1960. Before 1960 there was personnel management.

Personnel management has narrow scope and very much limited role. It is used to perform only routine task such as recruitment and selection of employees, training and development of employees and paying wages and salaries and evaluating employee’s performance. It had no strategic, formulation, goal formulation and policy formulation. It is used to perform only day to day activities. But after 1960, when Human resource management came into existence, it has strategic formulation and goal setting. It plays important role in strategic implementation. Now, Human resource management is equal partner in strategic formulation and implementation.