UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

Emerging HRM functions:
Increasing organizational size and its complexity, transition from traditional to
professional management, changing social and cultural norms, globalization of industry
and availability of information technology are constantly changing the profile of HRM
functions are emerging. The present day HRM manager has to play a more dynamic role
in not only performing the maintenance functions but should think of more creative ways
to satisfy human aspirations to provide the competitive edge to organizations on a
sustainable basis.
Personnel Management:
Institution of Personnel Management, United Kingdom, has defined personnel
management as follows:
“Personnel management is that part of management function which is primarily
concerned with the human relationship, within the organization. Its objective is the
maintenance of those relationships on a basis which, by consideration of well being of the
individual, enables all those engaged in the undertaking to make their maximum
contribution to the effective working of that undertaking”.
HRM
The various points that emerge from the above definition are:
i) Personnel Administration is a management function.
ii) Primary consideration is human relationship.
iii) Focus is on the well-being of the people.
iv) Management is the development of people, not directing them.
v) Ultimate aim is to make the people contribute maximum to the
organization.
Michael J. Jucins has defined human resources as “a whole consisting of interrelated,
inter dependent and interacting physiological, psychological, sociological and
ethical components.”
According to Leon C. Megginson, “From the national point of view, human
resources are knowledge, skills, creative abilities, talents and attitudes obtained in the
population; whereas from the view-point of individual enterprise, they represent the total
of the inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitudes of employees”.