Nature & Characteristics of HRM

• Pervasive in nature
• Action oriented
• People oriented
• Development oriented
• Integrating mechanism
• Challenging function
• Continuous function
• Pervasive in nature
HRM is present in all enterprise. It spreads through all the levels of
management in an organization
• Action oriented
HRM focus attention on action, rather than on record keeping,
written procedure or rules. The problems of employees at work are solved
through rational policies.
• People oriented
HRM is all about people at work, both as individuals and groups. It
tries to put people assigned jobs in order to produce good results.
• Development oriented
HRM intends to develop the full potential of employees. Training is
offered to sharpen and improve their skills. Employees are orated on
various jobs so that they gain experience and exposure.
• Integrating mechanism
HRM tries to build and maintain cordial relation between
people working at various levels in the organization.
• Challenging function
Managing Human Resource is a challenging job due to
dynamic and complex nature of people. People have sentiment and
demotion so they cannot be treated like machines.
• Continuous function
HRM is not a one short deal. It cannot be practiced only one
hour each day or one a week. It requires a constant alertness and
awareness of human relation and their importance in every day
operation.
 Operational function
• Employment
Employment is concerned with securing and employing the people
possessing required organizational objectives. It covers job analysis, human
resource planning, Recruitment, Selection, Induction, and Placement.
• Human Resource Development
It is the process of improving, molding and changing the skills, knowledge,
creative ability, aptitude, values, commitment etc., this function include
performance appraisal, training, management development, career planning,
career development and organization development.
• Compensation
It is process of providing adequate equitable and fair remuneration to the
employees which motivates them to work more efficiently. It includes the job
evaluation, wage and salary administration, incentives, bonus, fringe benefits, and
social security measures.
• Human relation
It is the process of interaction among human being.
 Role of Human Resource Management
I. Administrative Roles
• Policy maker
The human resource manager helps management in
the formation of policies governing talent acquisition and
retention, wage and salary administration, welfare
activities, personnel records, working condition, etc.
• Administrative expert
The administrative role of an HR manager is heavily
oriented to processing and record keeping. Maintaining
employee files, and HR related database, processing
employee benefit claim, answering quires regarding leave,
transport and medical facilities, submitting required reports
regularly agencies are examples of the administrative
nature of HR management.
• Advisor
The HR manager performs his function by advising, suggestion,
counseling and helping the line manager in discharging their
responsibilities relating to grievance redressal, conflict resolution,
employee selection and training.
• Housekeeper
The administrative roles of a HR manager in managing the
show include recruiting, pre- employment testing, reference
checking, employee survey, time keeping, wage and salary
administration, benefits and pension administration, wellness
programmes, maintenance of records etc.,
• Counselor
The HR manager discuss various problem of the employees
relating to work, career, their supervisors, colleagues, health, family,
financial, social, etc.,
• Welfare officer
As a welfare officer he provides and maintains
canteens, hospitals, creches, educational institutes
clubs, libraries, conveyance facilities, cooperative credit
societies and consumer stores.
• Legal consultant
HR manager plays important role in grievance
handling, setting of disputes, handling disciplinary
cases, doing collective bargaining, enabling the process
of joint consultation, interpretation and
implementation of various labor laws.
 II. Operational Roles
• Recruiter
Winning the war for talent has become an
important job of HR managers in recent times in view
of the growing competition for people possessing
requisite knowledge, skills and experience.
• Training and motivator
HR mangers have to find skill deficiencies from
time to time, offer meaningful training opportunities
and bring out the latent potential of people.
• Liaison officer
The HR manager is often depute to act as a linking
pin between various division/departments of an
organization. To develop rapport with divisional heads,
using public relation and communication.
• Mediator
The HR manager acts as a mediator in case of
friction between two employees, groups of
employees, superiors and subordinates and
employees and management with the sole
objective of maintaining industrial harmony.
• Employee champion
HR managers have traditionally been viewed
as company morale officers or employee
advocates.
 III. Strategic Roles
• Strategic partner
In this role, the HR person contributes to the
development of and the accomplishment of the
organization wide business plan and objectives.
• Change champion
HR professionals make sure that isolated and
independent organization action are integrated
and sustained through disciplined change
processes.