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Posted by Julia Lopez on May 21st, 2019

Human Resource Assignment Help- An introduction

HRM expanded as Human Resource Management can be defined as a process that takes care of managing the employees. It is an umbrella term that encompasses a large number of practices such as Selection & Recruitment, Hiring, Deploying and Managing the employees.

Human Resource forms an integral part of an organization. From the term itself, it's quite evident that HRM is about managing both work and people to accomplish organizational objectives.

In the words of a research scholar, HRM, in short, can be defined as the “process of managing human talents to achieve organization’s objective”

In the words of Wernerfelt, “Resource, in its organizational context, is defined as anything that could be thought of as a strength or weakness of a given firm’ including tangible and intangible assets” (Wernerfelt, 1984).

In view of the above Bratton and Gold have defined HRM “as a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving a competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs and practices” (Bratton and Gold,2007).

There are three main types of resources that can be utilized by the organization:

• Human Resources
• Financial Resources
• Technological Resources

Emphasizing on the aspect of Human Resources, let us try and understand this complex domain.

HRM is a vast discipline and encompasses various components such as:-

1. Recruitment and Selection

Recruitment is a process of identifying job vacancy, understanding job requirements and shortlisting the most desirable candidate searching candidates for a particular job whereas Selection involves screening the candidates and choosing the most suitable one.

2. Training and Development (T&D)

Training and Development emphasize on improving the employee’s technical skills so that the employees can perform the allotted tasks in an efficient manner.

3. Workforce Planning

It basically involves aligning the needs of the organization with that of the workforce to ensure it fulfills regulatory, legislative, service and production requirements along with meeting the different organizational objectives.

4. Job Analysis

It is nothing but a primary tool that helps in collecting the job-related data.

5. Job Description

It is a written statement of what an individual is expected to do. It can be defined as a descriptive statement highlighting the tasks, duties, and responsibilities to be carried out by the job holder.

6. Job Specification

It defines the minimum eligibility criteria to be met by a candidate before applying. For example, an individual should consider checking the

• educational qualification
• experience required if any
• communication skills
• command over job specific software and
• certain other qualities to be met before sending in the application.

7. Job Evaluation

It refers to a systematic way of comprehending the worth of a job/ role with respect to the other jobs in an organization. It helps to understand the relative worth of job role to zero down the compensation corresponding to it.

8. Job Rotation

It is a technique used by employers wherein the employees keep changing their assigned jobs throughout their employment cycle. One major advantage of this process that employees gain experience and add more to their skill sets by taking on new job responsibilities.

9. Job Enrichment

As the term suggests it is all about improving the quality of the job. It is a common motivational technique used by organizations to augment satisfaction related to work. In this process, an individual might be asked to perform tasks kept reserved for his/her seniors.

10. Job Enlargement

In order to make the job more challenging the tasks and responsibilities of an employee are increased. It includes horizontal expansion that is the additional tasks given usually belong to employees who are at the same level.

11. Compensation Management

Salary / Remuneration is one of the driving forces for any employee. This aspect of HRM helps to deal with the rewards an employee receives in return for the tasks performed.

12. Change Management

Change is an inevitable aspect and is a part of every individual’s life. Similarly, when we talk of organizations change plays a crucial role. It helps the management understand the challenges, threats, and opportunities. In addition, the strategic changes to be carried out which would help the organization to face and overcome the hindrances.

13. Performance Appraisal

As the term suggests it is a method of evaluating the performance of an employee. This helps the employer to understand the training gaps and areas of improvement. It is a continuous and ongoing process that takes place between the employee and the manager throughout the year. One noteworthy aspect of this process is to understand if your preset goals were met and what should be your new goals.

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