Content:
1. Concept of Human Resources Management
2. Functions and tasks of Human Resources Management
3. Historical background of Human Resources Management
4. Main objectives of Human Resources Management
5. Importance of Human Resources Management
6. Integrated approach to Human Resources Management
7. Human Resources Management planning
8. References
Concept of Human Resources Management:
The level of advancement of any society is determined by the quality of work produced by the productive and service organizations operating in it. The efficiency of performance in these organizations is related to achieving the optimal use of production resources, especially human resources, as they are considered the greatest common denominator in all activities of any organization. The human resource can be described as the pulsating heart in the organization's activities and the management of its available resources, and it has become seen as the most important and valuable asset of the organization, distinguishing it from other assets as it is an intellectual asset.
Human Resources Management can be defined as all individuals who work in the organization, including executives, subordinates, and those hired to perform all its functions and tasks, in order to achieve the organization's mission and objectives. The term "Human Resources Management" emerged in recent years when the view of the human element and the worker shifted towards human appreciation and its great value in work, as the most important asset of work and production. Towards the end of the 20th century, there was a significant interest and increasing recognition of human resources and their management. This management has become responsible for selecting the most competent people to fill positions, developing and preparing employees, providing security for them, providing suitable working conditions, and preparing complete records for all employees, in addition to its important role in promoting cooperation among employees. From this perspective, HR managers are required to play an active role in designing the organization's strategy and the functional strategy of human resources, contributing to the achievement of the organization's goals.
Functions and tasks of Human Resources Management:
The functions and tasks of Human Resources Management include:
1. Job analysis and description: To determine the duties, responsibilities, and requirements of different jobs and their relation to other jobs, as well as determining the job's qualifications.
2. Human resources planning: Planning the future human resource needs of the organization, in terms of quantity and quality, in all areas of the organization in the present and future.
3. Recruitment, selection, and hiring: Attracting candidates for job positions, whether from inside or outside the organization, then selecting the best candidates using various tests and hiring them in suitable positions based on their capabilities.
4. Training and development: Acquiring various skills for new employees that enable them to perform their expected duties satisfactorily, and also developing and enhancing the capabilities of existing employees in their work.
5. Performance evaluation: Periodically evaluating the performance of employees by analyzing and evaluating their work to measure their effectiveness and abilities in fulfilling current job duties and future capabilities.
6. Compensation, incentives, and rewards: Designing and implementing a system of wages, incentives, and rewards that provide job security and material incentives to increase the morale and productivity of employees.
7. Transfer and promotion: A crucial function as it is the main factor in attracting or expelling human competencies to and from the organization, and therefore, it should be performed efficiently.
8. Designing and implementing human resource maintenance programs: These programs aim to improve and develop the working environment, whether materially, socially, healthily, or psychologically, and improve the quality of work life, as well as providing safety and security for employees.
9. Disciplinary procedures: In case of referring an employee to disciplinary procedures due to a major job error.
Historical background of Human Resources Management:
Importance of Human Resources Management:
Human Resources Management plays a vital role in organizations for several reasons:
1. It helps in attracting, selecting, and hiring the most suitable candidates for job positions.
2. It facilitates the training and development of employees to enhance their skills and abilities.
3. It ensures fair and competitive compensation and rewards systems to motivate employees.
4. It promotes employee engagement and fosters a positive work environment.
5. It contributes to maintaining a healthy work-life balance for employees.
6. It supports the growth and development of employees' careers through promotions and opportunities.
7. It facilitates effective performance management and evaluation processes.
8. It ensures compliance with labor laws and regulations.
9. It helps in managing conflicts and resolving employee issues.
10. It plays a strategic role in aligning human resources with the organization's goals and objectives.
Integrated approach to Human Resources Management:
An integrated approach to Human Resources Management involves considering all aspects of managing human resources in a holistic and comprehensive manner. This includes aligning HR strategies with the overall organizational strategy, integrating HR practices and processes, and fostering collaboration and cooperation among HR professionals and other departments within the organization. An integrated approach aims to maximize the value and potential of human resources, improve organizational performance, and create a positive work environment.
Human Resources Management planning:
Human Resources Management planning involves forecasting the organization's future human resource needs, determining the required workforce size and skills, and developing strategies to meet those needs. It includes analyzing the current workforce, identifying gaps, and developing recruitment, training, and development plans to address those gaps. HR planning also involves succession planning, which ensures the availability of competent employees to fill key positions in the future. By engaging in HR planning, organizations can anticipate and proactively address their human resource requirements to achieve their objectives effectively.
References:
3- Edwin B. Flipo (2202) personnel Management.N.Y; McGraw-HILL.
4- Flippo,Edwin (1994) personnel Management; Nork McGraw Hill Book co. 3rd.p5.
7- Schuler. Rondall H.S. (1997) personnel &. Human Resource Managament ST Paul; West Publishing.
