Report on essential of human resource management

Introduction

Human resource management, which is one of the most important functional filed in any
organization. It is HRM that deals with the management of Human Resources in an organization.
Many factors prove that it is more important to allocate money and focus on the human resource
function, which is the most important resource of the organization than other management
functions. It is also important to note that the success of an organization depends largely on
human resource management. “HRM is the efficient and effective utilization of human resources
to achieve goals of an organization”. The organization may be either a profit organization or a
non-profit organization. Also, it may belong to the public sector or private sector, or cooperative
sector. The basic goal of an organization is to fulfill human needs and upgrade the standard of
living of people. That pointed out, Human Resources (HR) is the most significant resource
compared with other resources. Efficient utilization of HR means optimum use of employees by
eradicating (or minimizing) wastage. For that reason, the characteristic which distinguishes this
management function from others is that it focuses squarely on the value of human resources to
organizational activity.

Methodology / discussion

Human resources are a unique resource, so the human resource management that focuses on
managing that unique resource is also clearly unique and important. According to Management
Success in other areas (such as marketing management, operations management, financial
management, etc.) depends on the success of human resource management. That is, human
resource management is very important for other management functions to function properly.
Every manager is responsible for human resources. This does not mean that every manager must
be an expert in HRM or a specialist in HRM. This does mean that every manager should be
sufficiently competent in managing his/her staff efficiently and effectively. Furthermore, HRM is
very important as it contributes to society. Particularly, functions such as pay management that
ensures a fair system of pays, appropriate job design, welfare management, health and safety
management, grievance handling, discipline management, and labor relations may contribute to
the reduction of class struggles, improvement of life satisfaction, and helping people to face the
cost of living successfully. If we got good HRM with the organization, can be enjoyed like
family members of the HRM. If HRM problematic organization, also the society is problematic.
That’s why HRM is very important. Human resources have unique characteristics. Therefore,
definitely employees are unique.

If there are 100 employees in a particular organization all 100 employees are not unique. If we
take a specific view, (If we take an individual view) but anyway if we have a quantitative human
resource that, has to respond to transform all the normal employees also into high performance
(excellent work) It seems that is the interesting nature of HRM

Because human resources are vital compared to other resources, human resources can think, feel,
and react. Human resources are the most important and valuable resource of an organization
because decisions are made about all other resources. Human resources are the only decisive
factor that a business entity can use to gain a competitive advantage in the long run and keep the
business afloat. Due to the large scale of professional disputes and conflicts in the modern
business environment, human resource management can play a major role in conflicts.

Findings

The generic purpose of HRM is to generate and retain an appropriate and contented human/
employee force, which gives the maximum individual contribution to organizational success.
Team contribution is expected for the achievement of organizational success. But before, the
team contribution everyone has to give his or her fair individual contribution. Hopefully
including a collection of contributions. Therefore, the first most important thing is the maximum
individual contribution that has should be given way to each member who comes under the
employee force, for the success of the organization. Always try to have provided the right
workforce with gives the maximum contribution to the organizational success. An appropriate
employee force includes employees who possess knowledge, skills, and attitudes that are
necessary for attaining the full goals of an organization.

Assume that, today we want to provide 500 units, but assume we could provide 550. Tomorrow,
we increased 10% and we reach the progress of success.

The main purpose, as well as there, are strategic goals of HRM to important to achieve the
generic goals. There are critical, business orientated, and more important. One of the main
strategic goals is to Improve Employee Productivity. Employee productivity is the relationship
between employee inputs and outputs. It is the ratio of employee outputs to employee inputs
within a certain period. Simply productivity improvement means doing better tomorrow than
today. This implies how many units of production one employee creates for a particular time. As
a result, it's more and more important for an organization to properly allocate the funds for HRM
for all of these things in order to achieve success. Another strategic goal is employee
development. It means like, improvement of their career development or career path, and the
enhancement of their capabilities through the development of knowledge, skills, and attitudes.
Not only that but also to increase Quality of Work Life (QWL) is another goal. QWL is a wide
and abstract concept gross meaning of which is that all the employees have the opportunity of
presenting their ideas, suggestions, and opinions before making decisions that affect them.

Thus, ensuring legal compliance is the more important strategic goal of HRM. Because HR of
the organization should be utilized to conform to various laws imposed by the government to
manage people. If legal compliance does not exist survival of the organization will jeopardize
owing to incidences of diverse industrial conflicts such as strikes. As well as ensuring
Customer Compliance is another goal. Currently, a growing number of organizations will have
to comply with various prescriptions given by their important customers. Successful performance
of HRM functions leads to result from efficiency. Moreover, it is more important, effective
utilization of human resources which leads result in efficient and effective utilization of limited
resources and the realization of organizational goals.

Conclusion and recommendation

The significates of HRM is that human resources are the most important resource that managers
utilize to achieve the goals and objectives of an organization, the quality of another functional
field of management heavily depends on the quality of HRM in an organization. And also the
HRM is the responsibility of every manager in an organization and the HRM is very important as
it contributes to society. Employees have different personalities, different abilities, different
expectations, and they are difficult to manage. HRM is a strategic resource that contributes to
sustainable competitive advantage. With today's workforce becoming increasingly diverse and
organizations doing more to maximize the benefits of the differences in employees, Human
resources are fast becoming a driving force in an organization's prosperity and vitality.
HRM contributes to achieving organizational goals which will contribute to meeting the basic
needs and wants of the people and enhancing their well-being. In my point view, considering all
these facts it is clear that, allocate funds for the HR department is essential than other resources.
Human resources are unique in that they make the decisions needed to manage the other
resources of the organization. Today’s organizations must align their human resources to better
meet strategic objectives. Studying all this shows that human resource management is very
important compared to other management functions in an organization and without it, an
organization cannot function successfully.