Human Resource Management Importance

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Human Resource Management has a place of great importance. According to Peter F. Drucker, “The proper or improper use of the different factors of production depends on the wishes of the human resources”. Hence, other than all resources, human resources need more updating data to do so. Human resources can boost cooperation but it requires proper and resourceful management to channel it.
Importance of personnel management is in reality the importance of labour functions of personnel department which are indispensable to the management activity itself. Because of the following reasons human resource management holds a place of importance.
1. It helps management in the preparation adoption and continuing evolution of personnel programmes and policies.
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It establishes mechanism for the administration of personnel services that are delegated to the personnel department.
Thus, the responsibility of human resource management is very significant in an organization and it should not be diluted especially in large scale enterprises. It is the input to the whole organization and related to all other activities of the management i.e., marketing, production, finance etc.
HRM: Origin & Growth:
Human Resource Management deals with the administration of people as organizational assets rather than as element of production. This involves a system to be directed in business to select, hire, place, coach and grow human assets. Their major concern is with the people aspect of an organization. But how HRM had taken its way of growth & became an integral part of any organization.
The heritage of HRM needs to be explained from two different ways to get a better view into its nature. These are (a) the Western framework (b) the Indian framework.
(a) Western framework: The origin of HRM is as early as 400 B.C., when the Chaldeans had a well defined incentive wage plan. The changes which occur over the years is the position of the employees, their responsibility and inter & intra relationship- personal and
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There is an increasing prominence on interrelationship between the leader, follower and the environment. Approaches are also done to provide scope to an individual’s personal dignity, status and sense of achievement.
HRM in Indian Framework:
HRM in India is quite old. The first insight of HRM was given by Kautilya as early as 4th century B.C. in his book Arthashastra‘. The work environment had reasonable procedures and principles with respect of labour organization in terms of quantity and quality of work. Workers were punished for unnecessary delay or spoiling of work. Kautilyas contribution was based on Shamrastra Concepts like job description, qualifications for jobs, selection procedures, executive development, incentive system and performance appraisal were very effectively analysed and explained.
The guild system prevailed in the Indian economy too. It was based on Varnashram‘ or caste system and resulted in division of labour accordingly. In the course of time, professions became hereditary. From 14th century B.C. to the latter half of 10th century B.C., the relationship of employer-employee was marked with justice and
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