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.