Scope of Human Resource Management Scope of Human Resource Management Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! The objectives of the HRM span right from the manpower needs assessment to management and retention of the same.
The more important aspects of human resources are aptitudes, values, attitudes and beliefs. However, enhancement of the utilization value of human resources depends on the improvement of the human resource aspects like skill, knowledge, creative and talents molding of other aspects like values, beliefs, aptitude and attitudes in accordance with the changing requirements of the groups, organizations and society at large.
This process is the essence of human resources development.
It is clear from this interpretation that human resources development improves the utilization value of an organization.
The effective performance of an organization depends not just on the available resource; it is quality and competence as required by the organization from time to time. The difference between two nations largely depends on the level of quality of human resources. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of human resources development.
HRD assumes significance in a view of the fast changing organizational environment and need of the organization to adopt new technique in order to respond to the environmental changes. The changing environmental factors include; Unprecedented increase in competition within and outside the country consequent upon the announcement and implementation of economic liberalizations.
The economic liberalization demand for continuous improvement of human resources.
Company examples of continuous improvement are presented in the box 7. Trends towards market economy are more prevalent in most of the countries including the erstwhile communist countries.
These trends towards market economy are resulting in severe competition not only among the industries around the globe but also industries within the nation. This competition allows only the industries strong in all respects to continue in the market and other industries are forced to withdraw.
The vitality of human resources to a nation and to the industries depends upon the level of its development. Organizational to be dynamic, growth-oriented and fast-changing should develop their human resources. It is needless to say that the organization possessing excellent human resources grow faster and can be dynamic.
Though the positive personnel policies and programs motivate the employees by their commitment and loyalty, these efforts keep the organization dynamic and fast-changing.
Organizations to be dynamic should possess dynamic human resources. Human resources to be dynamic should acquire capabilities continuously, adopt the values and belief and aptitudes in accordance with the changing requirements of an organization.
Similarly, when employees use their initiative, take risk, experiment, innovate and make things happen, the organization may be said to have an enabling culture.
The competent human resources can be dynamic in enabling culture. Thus the organization can develop, change, and excel, only if it possesses developed human resources. Thus, HRD plays significant role in making the human resources vital, useful and purposeful. Characteristics of Human Resources Significance of human resources development can also be attributed to the distinct characteristics of human resources, they are: Human resources are complete human being i.
Employees enter the organization with their values, sentiments, and aptitudes. The competences of human resources are developed through HRD programs. Therefore, each employee should be managed differently based on different principles.
The value of human resources increases over time due to continuous learning process unlike other resources.scope of human resource development? Meaning: HRD is broader than human resource management; it consists of several sub-systems such as training and development, employee appraisal, counseling, rewards and welfare, quality of work life, etc.
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Human resources management deals with procurement, development, compensation, maintenance and utilization of human resources. HRD deals with the development of human resources for efficient utilization of these resources in order to achieve the individual, group and organizational goals.
Human Resources Department Current Openings RSS. November 18, EEO POLICY STATEMENT. It is the policy of the Kalamazoo County Board of Commissioners to provide equal employment opportunities to qualified persons without regard to race, color, sex, age, religion, national origin, marital status, a person's political affiliation, sexual orientation or gender identity, height, weight.
Sep 20, · Performance Analysis in Instructional Design. While the first step in the Analysis Phase, Business Outcome, determined the desired goals to improve the organization, this step, Performance Analysis, determines the exact cause of the performance deficiency that is preventing the organization from reaching its objectives and then identifying the performance required to reach the .
Human Resource Management – Nature, Scope, Objectives and Function (1) Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization.