(HRM) Human Resource Management

We often hear the term Human Resources Management, Employee Relations and Personnel Management used in the popular press, as well as industry experts. Every time we hear these terms, we conjure up images of efficient managers who work hard in dazzling offices.

In this article, we analyze the question "What is human resources management?" By offering an overview of the subject and presenting to readers the practice of human resources management in contemporary organizations. Although as with all popular perceptions, the previous image has some validity, the fact is that there is much more in the field of human resource management and, despite the popular representations of it, the "art and science" of human resources management is really complex. We have chosen the term "art and science" since HRM is the art of managing people using creative and innovative approaches; It is also a science because of the precision and rigorous application of the theory that is required.

As described above, the HRM definition process leads to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and comprehensive manner. This covers the fields of staffing (hiring personnel), staff retention, configuration and management of payments and benefits, performance management, change management and care of the company’s outputs to complete the activities. This is the traditional definition of HRM institutes in India that leads some experts to define it as a modern version of the personnel management function that was previously used.

The second definition of HRM covers the management of people in organizations from a macro perspective, that is, the management of people in the form of a collective relationship between management and employees. This approach focuses on the objectives and results of the HRM function. What this means is that the role of human resources in contemporary organizations is related to the notions of empowerment, development of people and a focus on making the "employment relationship" satisfactory for both management and employees.

These definitions emphasize the difference between Personnel Management as defined in the second paragraph and the administration of human resource management as described in the third paragraph. To put it in one sentence, personnel management is essentially focused on the "workforce", while human resources management is focused on "resources". The key difference is that HRM in recent times has to do with the fulfillment of the management objectives of providing and implementing people and a greater emphasis on planning, monitoring and control.

Whatever the definition, we use the answer to the question "what is HRM?" It’s about people in organizations. It is not surprising that some multinationals (multinationals) call HR managers as people managers, people enablers and practice as people management. In 21st century organizations, the human resources manager or people manager is no longer seen as someone who deals with the activities described in the traditional way. In fact, most organizations have different departments that deal with staffing, payroll and retention, etc. Instead, the human resources manager is responsible for managing employee expectations regarding management objectives and reconciling them to ensure employee compliance and the achievement of management objectives.

In conclusion, this article has briefly addressed the issue of human resources management and has served as an introduction to HRM institutes in India. We will refer to the other topics that this field covers in other articles.

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