1. I
IMPORTANCE AND OBJECTIVE
OF
HUMAN RESORSE MANAGEMENT
SUBMITTED BY:
AKHAND PARTAP [2]
ANKUSH SUWALKA [12]
ASHISH SUWALKA [16]
ROHIT KAUSHIK [47]
SANDEEP MALIK [49]
SOURABH BAGHLA [61]

2. MEANING OF HUMAN RESORSE
MANAGEMENT:
Human resource management (HRM) is the strategic and
coherent approach to the management of an organization's most
valued assets - the people working there who individually and
collectively contribute to the achievement of the objectives of
the business. The terms "human resource management" and
"human resources" (HR) have largely replaced the term
"personnel management" as a description of the processes
involved in managing people in organizations.
HRM means employing people, developing their capacities, utilizing,
maintaining and compensating their services in tune with the job and
organizational requirement.

3. Human Resource Management(HRM) is seen by practitioners in
the field as a more innovative view of workplace management
than the traditional approach. Its techniques force the managers
of an enterprise to express their goals with specificity so that
they can be understood and undertaken by the workforce, and to
provide the resources needed for them to successfully
accomplish their assignments. As such, HRM techniques, when
properly practiced, are expressive of the goals and operating
practices of the enterprise overall. HRM is also seen by many to
have a key role in risk reduction within organizations.
HRM strategy:
HRM strategy pertains to the means as to how to implement the
specific functions of HRM. An organisation's HR function may
possess recruitment and selection policies, disciplinary
procedures, reward/recognition policies, an HR plan, or learning
and development policies, however all of these functional areas

4. of HRM need to be aligned and correlated, in order to
correspond with the overall business strategy. An HRM strategy
thus is an overall plan, concerning the implementation of
specific HRM functional areas.
.The HR functional strategy relates to the policies
employed within the HR functional are itself, regarding
the management of persons internal to it, to ensure its
own departmental goals are met
HRM strategy typically consists of
the following factors :
"Best fit" and "best practice" - meaning that there is correlation
between the HRM strategy and the overall corporate strategy. As
HRM as a field seeks to manage human resources in order to
achieve properly organisational goals, an organisation's HRM
strategy seeks to accomplish such management by applying a
firm's personnel needs with the goals/objectives of the
organisation. As an example, a firm selling cars could have a
corporate strategy of increasing car sales by 10% over a five year
period. Accordingly, the HRM strategy would seek to facilitate
how exactly to manage personnel in order to achieve the 10%
figure. Specific HRM functions, such as recruitment and selection,
reward/recognition, an HR plan, or learning and development
policies, would be tailored to achieve the corporate objectives.

5. Close co-operation (at least in theory) between HR and the
top/senior management, in the development of the corporate
strategy. Theoretically, a senior HR representative should be
present when an organisation's corporate objectives are devised. . .
. The personnel's proper management is vital in the firm being
successful, or even existing as a going concern. Thus, HR can be
seen as one of the critical departments within the functional area of
an organization.
The implementation of an HR strategy is not always required, and
may depend on a number of factors, namely the size of the firm,
the organisational culture within the firm or the industry that the
firm operates in and also the people in the firm.
HRM strategy can be divided, in general, into two facets - the
people strategy and the HR functional strategy.

6. Objectives Human Resource
Management:
• To help the organization reach its goals.
• To ensure effective utilization and maximum development of
human resources.
• To ensure respect for human beings. To identify and satisfy the
needs of individuals.
• To ensure reconciliation of individual goals with those of the
organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-
motivated employees.
• To increase to the fullest the employee's job satisfaction and
self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its
multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in
transaction of business.
• To inculcate the sense of team spirit, team work and inter-team
collaboration.

7. Human Resource Management (HRM) is the function within an
organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization.
Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational fun ction that deals
with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and
training .

8. Helping organizations reach its goals
Efficiently employing skills of employees
Providing well trained and well motivated employees
Increasing employee job satisfaction

9. Communicating HRM policies to employees
Motivation of employees
Managing change and building responsible behavior
Maintaining ethical policies.
IMPORTANCE OF HUMAN RESORSE
MANAGEMENT:

10. The significance of human resorse management
can be discussed at four levels- corporate
,professional , social,national.
1.SIGNIFICANCE OF AN ENTRPRISE:
HRM can help an enterprise in achieving it,s
goals more efficently and effective and
effectively in following ways:
(a) Attracting and retaining the required
talent through effective human resorse
plan recruting,selection placement,and
promotion policies.
(b) Devloping the necessary skill and right
attitudes among the employees through
training, devlopement performance
appraisal,etc

11. (c) Securing willing cooperation of
employees through motivation
,participation, grievance handling , etc
(d) Utilising effective the aviliability human
resources.
(e) Ensuring that the entrprise will have in
future a team of component and
dedicated employees.
2. PROFESSIONAL SIGNIFICANCE :
Effective management of HRM helps to
improve the quality of work life . it permites
team work among employees by providing a
health working enviornment. It contributes to
professional growth in the following ways:
(a) Providing maximum opportunities for
personal development of each employee.
(b) Maintaining healthy relationship among
individuals, and different work groups.

12. 3. SOCIAL SIGNIFICANCE :Sound human
resourse management has a great significance
for the society. It helps to enhance the dignity of
labour in the following ways :
(a) Providing sutiable employment that
provides social and psychological satisfaction
to people.
(b) Maintaining a balance between the jobs
avilable and the jobseekers in terms of no
qualification ,need and aptitudes.
4. NATIONAL SIGNIFICANCE:
HRM and their management plays a vital role
in the development of nation . The effective
exploitation and utilisation of a nationals,s
natural ,physical and financial resources
require an efficient and committed manpower.

13. (a) Increase in size and complexity of
organisation.
(b) Rise of professional and knowledeable
workers.
(c) Growth of powerfull national wide trade
union.
(d) Revolution in information technology that
might affect the work force.