Human Resources Management concept -

The concept of human resource management is a new concept in the field of management and it is today seen as the most popular concept. Initially, this concept was in the form of employment management, personnel management, industrial relations, labor welfare management, labor officer, labor manager and in 1960 and later the main word was the personnel manager. Including the responsibilities of the employees' general programs. This form of development of words is a sign of the fact that 'Personnel Management' is being developed as a branch of management and so far it has not been formally recognized in its form. Now some books are trying to see it as a people and community relationship. It is worth mentioning that its format can be known by various names, But considering their work area, the force of all is focused on the development of human resources engaged in the organization and maximum production and profit. In the construction and development of any establishment, capital, labor, organization, and courage are the major and labor or human power is the most important. This manpower gives power to the capital, organization, and entrepreneur.

Man is an animated creature. It keeps thinking differently, it has the courage to do something new, and when it is organized, it acts in a collective moral sense with a team spirit, then the organization easily achieves its goals otherwise the organization fails to achieve its objectives. This is why human resource management today has a special place in the field of management.

Concept of human resource management 

Its significance was secondary in the initial stage of industrialization. It was believed that the general manager is also capable of human resource management. Management skills are the divine power that is responsible for general management, it is also responsible for human resource management, but when industrialization took place at a rapid pace, many problems of workers started to emerge and the general manager would also find himself helpless to face those challenges. And in the meanwhile, the importance of social science began to grow and it was found that many problems of industrial societies were resolved. In his eradication, he has a good leadership role in psychology, archeology, sociology, economics, political science. Therefore It was proved that human resource management is a specialized business subject. Therefore, the responsibility of managing it is of a trained social engineer and that is why social scientists and trained people are being appointed to the management of human resources. Who is familiar with different dimensions of management and is fully versed in the dynamics and management skills of human behavior. Such a person should be given the responsibility for human resources management.

The main functions of Human Resource Management are divided into three parts as under: -

1. Labor Party - There are topics related to selection, appointments, establishment, transfer, promotion, leave training and development and supervision wages, salary administration etc.
2. Welfare parties - These include the conditions of work, safety, and health-related things.
3. Industrial relations side - It includes the exchange of ideas, collective bargaining, settlement of disputes, joint managing committees, and social security, wages, allowances etc. by the labor unions. Apart from this, medical benefits, sick leave, family planning and entertaining and educational programs are also included.

To be continue.............................

Why People Hate HR ?

"I've never had a positive interaction with Human Resources.
"It starts with annoyance. In the technology field, HR is the department that stays firmly mired in the 80s with everything on paper, using outmoded forms, usually with false information and always requiring signature after signature for things which are unlawful, overreaching, counterfactual or frivolous.
"It reaches into unease. HR staff feels the need to put a 'friendly face' on all interactions, empathizing and finding common ground with employee concerns. However, they do not work with other employees on a regular basis, so they're empathetic strangers. It rings false, and no bond can be established on this basis.
"But it's much worse than that. Human Resources always sides with corporate interests. If there's a legal concern, such as a legitimate harassment situation, Human Resources will act as a mock support system for the involved parties, but ultimately act to protect the organization from perceived threats which may never be released at the expense of providing a healing resolution for anyone. It can be even worse, where the interests of the employee are simply snubbed entirely for bureaucratic reasons. Human Resources claims to be the advocate for employees, wanting to nourish and invest in them, but they have no structural accountability to the employees, so it's all a sham.
"Lastly Human Resources typically oversees the sham of 'performance reviews' which try to bottle useful feedback into stilted low-utility meetings that happen quarterly. In healthy organizations, these systems actually work counter to healthy communication. They stifle feedback on areas for improvement, by channeling communication into a disciplinarian session instead of food for thought and growth.
"In short HR is symptomatic of what is unhealthy in Indian business culture."