The Scope Of HRM
3 The Scope of HRM
3.1 HRM in Personnel Management
This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development.
It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.
3.2 HRM in Employee Welfare
This particular aspect of HRM deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits.
It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3.3 HRM in Industrial Relations
Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.
The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.
References
whatishumanresource,
n.d. [Online]
Available at: http://www.whatishumanresource.com/scope-of-Human-Resource-Management
Juneja, P., n.d. managementstudyguide.
[Online]
Available at: https://www.managementstudyguide.com/scope-of-human-resource-management.htm
Hi lakmal. employee welfare is the most important thing in HRM. But it is include cost. So what is your proposal to minimise costs & achieve .
ReplyDeleteMr.Hemantha,Recreational Activities can be seen as a major welfare activity that the employees prefer a lot.In conducting these large gathering acivities reducing the number of head-counts can be taken as an effective remedy to reduce the cost in welfare..
ReplyDeleteAre you satisfied with my answer?
As a manger,what will you do to get real feedback from the employee.
ReplyDeleteYes Buddima,
ReplyDeleteAs a Manager the following things can be done to get the real feedback from the employees.
Questionaire
Pay attention to non-verbals
Team meetings
Suggestion box
Regular employee surveys
Hi Lakmal, Employee welfare should be a major function of human resource management in light of the issues raised here in the scope of human resources.
ReplyDeleteYes Eranga,
ReplyDeleteEmployee welfare is very important in Human Resource Management.Intramural and extramural welfare can be seen.Employee welfare is a comprehensive term including various services,facilities and amenities provided to employees for their betterment.