Q.)Define HRM. What qualities a Human Resource Manager processes to be successful?

HRM is the a management function that helps manager recruit, select, train and develop members for an organisation.

DEFINATIONS:

1.“Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. “

The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

  1. HRM is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organisation and employee to achieve their objective.
  2. … is concerned with the peoples dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives. This is true, regardless of the type of orgainsation-government, business, education, health, recreation, or social action
  3. …management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational, and social objectives are accomplished.

Thus, HRM refers to a set of programmes, functions and activities designed and carried out in order to maximise both employee as well as organistional effectiveness.

QUALITIES A HR MANAGER PROCESSES TO BE SUCCESSFUL

  1. Fairness and firmness:- This is a basic quality of the HR manager. He/she should be fair in matters of promotions, demotions, transfers, layoffs, and be firm in enforcing discipline.
  2. Tact and resourcefulness :- The HR manager must be tactful in dealing with difficult situations,Tact implies determining what is good and fair in trying conditions, and skill in dealing with the most demanding situations. Often, tact is misundrstood as cunning. People with these wrong perceptions resort to unethical practices of dividing workers, setting one group against anothr, using unlawful means to deal with bold workers or strong union leaders. Such practices are justified, quite unjustifiably, by the argument that they are necessary when workers are not amenable to reason or when they resort to violence. But, such thinking is highly dangerous, to say the least. People, particularly the HR managers, should never give up their belief, however trying the circumstances may be. They should remember that violence begets violence; that wrong deeds do not breed good deeds: that fairness pays and pays well; and that respect for lawful course of action often draws workers on strike to the negotiating table.

The HR manager must be resourceful, too. He/she should have an open mind, objectivity and adjustability to tackle a difficult matter from different angles.

  1. Sympathy and consideration :- The HR manager must be guided by sympathetic attiude towards employee demands. True, several of the demands are unreasonable, but patient listening, open mind, and concern for employees’ welfare make recalcitrant workers relent. Similarly, intentions and actions of the HR manager must be tempered with consideration for others.
  1. Knowledge of labour and other terms :- The HR manager must possess a sound knowledge of the Constitution and other acts that influence labour interests. He/she must also be aware of the government’s policy towards labour and the general economic conditions prevailing at a given time. However, the HR manager is not directly concerned with the compliance of provisions in the Constitution and other acts. There is a sperate manager in charge of this job Still, the HR manager is the head of the HR department and it is desirable that he/she is familiar with the legal provisions affecting labour.
  2. Broad social outlook :- Social responsibility of business is a topic much discussed these days. Business units undertake several activities in the name of social responsibility. It is desirable that the HR manager has a social outlook and contributes towards the betterment of quality of life of the employees and those who livre around and beyond the company.
  1. Others :- The HR manager must have the competence to perform activities relating to personnel better than his/her subordinates. This would earn him/her their enormous respect. Competence gives robust confidence to the HR manager about himself/herself and about his/her team. It is confidence which equips him/her to face adverse situations with courage. It enables the manager to kindle hope in subordinates when their spirits are down, which is usually the case when the ortganisation is passing through a lean period. The HR manager must have a long-term perspective, so as to map out a future for the organisation 15 to 20 years ahead and even beyond.
  2. Academic qualifications :- The sequencing is deliberate- we have put academic qualifications of the HR manager as the last in the series. The reason is simple-the HR manager needs no specialised academic degrees, unlike a cost accountant, chartered accountant, doctor, engineer or a professor in a university who must possess the prescribed qualification to enter their respective professions. The apex body of personnel management in india, namely, the National Institute of Personnel Management (NIPM), is also silent about the qualifications of HR managers,

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