HR Management (HRM) involves all management decisions and practices that directly affect or influence the people or Human Resources who work for the organization. The Scope of HRM is wide and far-reaching & it is classified as 1) HRM in Personnel management 2)HRM in employee welfare 3) HRM in Industrial relations. 1) HRM in personnel management : This is typically direct manpower management that involves man power planning, hiring, Training & Development, Induction and Orientation, transfer, promotion, compensation, layoff and retrenchment and employees productivity. 2) HRM in Employee Welfare : This deals with working conditions and amenities at the workplace. This includes a wide array of responsibilities and services such as safety services,health services,welfare funds,social security and medical services….etc. 3) HRM in Industrial relations : Since, Employment relationship is a highly sensitive area, it needs careful interactions with labour or employee unions,address their grievances and effectively settle the disputes in order to maintain peace and harmony in the organization. The main aim is to safeguard the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on the organization. FUNCTIONS OF HR MANAGEMENT:
HRM functions can be broadly classified into two categories
1) Managerial Functions
2) Operative Functions
1) Managerial function of HR Department:
Planning : Future course of action & also includes identifying human resource requirements and forecasting personal needs. Organizing : Division of labour & assignment of responsibility is part of the organizations sections. Staffing : It is the process of obtaining & maintaining capable and competent personnel in various positions at all levels.