Study Session 1.
1
Human Resource Management
Section and Subsection Headings:
Introduction
1.0 Learning Outcomes
2.0 Main Content
2.1 Human Resource Management
2.2 Objectives of HRM
2.3 Scope of Human Resource Management
3.0 Study Session Summary and Conclusion.
4.0 Self-Assessment Questions.
5.0 Additional Activities (Videos, Animations & Out of Class activities).
6.0 References/Further Readings.
Introduction
This Topic is designed to introduce you to the Human Resource Management. Human Resource
Management is a field that focuses on the management of people within the organisation. HRM
encompasses a wide range of activities. HRM helps to ensure that the organization is compliant
with labour laws and regulations. There are three main approaches to HRM and as for the scope
of HRM, it can vary depending on the organization and the role of HR within.
1.0 Learning Outcomes
After studying this session, I expect you to be able to:
1. Define Human Resource Management.
2. Discuss the Objectives of HRM.
3. Explain Scope of HRM
2.0 Main Content
2.1 Human Resource Management
When we talk about Human Resource Management, we are referring to the activities and
processes that are used to manage and develop the workforce of an organisation. This includes
things like recruiting, training, performance management, and compensation. HRM is not just
about managing people. HRM is about managing the entire ‘people’ function of the
organisation. This includes not just employees, but also things like job design, employee
relations, and labour-management relations. In a sense, HRM is about managing the ‘human
capital’. The goal of HRM is to ensure the organisation has the right people with the right skills
in the right place at the right time. Human Resource Management is concerned with how the
organisation’s human resources can be used to achieve its strategic goals. In other words, HRM
is about aligning the workforce with the organisation’s overall strategy.
2.2 Objectives of Human Resource Management.
The primary objective of HRM is to ensure the availability of competent and willing workforce
to an organisation. The objectives can be summarized under four specific objectives: Societal,
Organisational, Functional and Personnel.
Societal Objectives: Seeks to ensure that the organisation becomes socially responsible to
the needs and challenges of the society while minimizing the negative impact of such
demands upon the organisation. The failure of the organisations to use their resources for
the society ‘s benefit in ethical ways may lead to restriction.
Example of societal objectives are legal compliance, Equal opportunity, Community
engagement, and Environmental responsibility.
Organisational Objectives: It recognizes the role of HRM in bringing about organizational
effectiveness. It makes sure that HRM is not a standalone department, but rather a means
to assist the organisation with its primary objectives. The HR department exists to serve
the rest of the organisation.
Example of organizational objectives are Strategic alignment, Workforce planning,
Employee productivity, and Cost efficiency.
Functional Objectives: This is to maintain the department ‘s contribution at a level
appropriate to the organisation’s needs. Human resource are to be adjusted to suit the
organisation’s demands.The department value should not become too expensive at the
cost of the organisation it serves.
Example offunctional objectives are Recruitment and selection, training and
development, performance management, and employee relations.
Personnel Objectives: It is to assist employees in achieving their personal goals, at least
as far as these goals enhance the individual’s contribution to the organisation. Personal
objectives of employees must be met if they are to be maintained, retained and motivated.
Otherwise employee performance and satisfaction may decline giving rise to employee
turnover.
Example of personnel objectives are Employee satisfaction, Career development, Work-
life balance, and Fair compensation.
2.3 Scope of Human Resource Management
The scope of HRM is quite broad, but it can generally be broken down into three main
categories: Strategic HRM, Operational HRM, and Administrative HRM.
(a) Strategic HRM: This refers to the high-level, long-term planning and decision-making
that is done by HR professionals. It’s about aligning the organisation’s HR strategy with
its overall business strategy. Within strategic HRM, there are several different sub-
categories. These include:
Workforce planning: This involves identifying and forecasting the organisation’s
future workforce needs.
Talent management: This involves recruiting, developing and retaining the best
employeesneeded to achieve the organisation’s strategic objectives.
Organisational design: This involves the design and structure of the organisation,
including its department, teams, and roles.
Performance management: This involves setting goals and expectations for employees
and providing feedback and coaching.
Workforce analytics: This involves using data to understand and improve HR
practices.
For example, suppose a company wants to expand into a new market. This would require a
strategic HR plan to identify and hire the right people for the new market. The plan might
include things like job descriptions, recruitment strategies, and training plans. It would be
designed to help the company achieve its goal of expanding into the new market.
(b) Operational HRM: This refers to day-to-day functions of HR, such as recruitment,
training, and compensation. It’s about implementing the strategic plans and policies that
have been developed at the strategic level. So within operational HRM, there are several
different sub-categories. These include:
Recruitment and selection: This involves finding and hiring the best employees for
the organisation.
Training and development: This involves training employees to perform their jobs
effectively.
Employee relations: This involves creating a positive and productive work
environment
Payroll and benefits: This involves administering the organisation’s payroll and
benefits programs.
Health and safety: This involves ensuring a safe and healthy work environment.
For example, suppose a company has an employee who has difficulty meeting their
performance goals. An operational HRM plan might involve working with the employee to
create a personalized training plan, setting clear goals and deadlines, and providing regular
feedback. The goal of this plan would be to improve the employee’s performance and help
them meet their goals.
(c) Administrative HRM:This refers to the administrative tasks and processes that are
necessary to keep the HR function running smoothly.It includes tasks like record keeping,
compliance with laws and regulations, and HR data management. These tasks are essential
for the smooth functioning of the HR department, but they’re not as directly related to the
strategic goals of the organisation.
For example, suppose a company is implementing a new HRIS (Human Resource
Information System). This would require administrative HRM tasks like data entry, system
configuration, and user training. The goal of these tasks would be to ensure that the system
is up and running smoothly and that everyone knows how to use it.
You can see that all three level of HRM are connected, but they have different focuses.
Strategic HRM is about the big picture, while operational HRM is about day-to-day
functions. And administrative HRM is about the behind-the-scenes tasksthat keep everything
running smoothly.
3.0 Study Session Summary and Conclusion
In this study, I have defined what Human Resource Management is and its main goal was stated.
It also covered the objectives of Human Resource Management which are the societal Objectives,
organizational objectives, functional objectives and personnel objectives. Scope of HRM was
broken down 3 main categories and they were explained with examples.
In conclusion, Human Resource Management is a complex and multi-faceted field. It involves a
lot of different function, from strategic planning to day-to-day tasks. And it’s important to
understand the different levels of HRM, from the overall strategy to the administrative details. It’s
also crucial to remember that HRM is all about people. At the end of the day, the ultimate goal of
HRM is to create a workplace where employees can thrive and be successful.
4.0 Self-Assessment Questions.
(a) Define Human Resource Management
(b) Briefly discuss 3 main objectives of HRM.
(c) Scope of HRM has been broken into 3 main categories, list them and explain one
5.0 Additional Activities (Videos, Animation & out of class activities)
6.0 References/Further Readings
George Bohlander and Robert Snell (2017): ‘Introduction toHuman Resource Management’:
Cengage Learning.
Gary Dessler (2022): ‘Human Resource Management”: Pearson.
Chris Torrington and Laura Hall (2020): ‘Fundamentals of Human Resource Management” Sage
