In this article we shall appreciate various tips to prepare Human Resource Management as a function of management for an MBA entrance interview.
Understand the challenge
HR is perceived to be an ‘easy to quote’ functional preference. For most of the candidates HRM is synonymous with being a people’s person. However, It is much more than just being a ‘people’s person’. The challenge is to understand the spectrum of activities in the HR function. These activities need substantiation in the context of modern day organizations.
Human Resource Management is the function of management that deals with hiring the right people and managing them efficiently and effectively so as to help the organization to accomplish its goals. The key words in this definition are:
- Hiring: This deals with attracting the right talent for an organization.
- Right People: This refers to those resources who have the capability and willingness to align with the goals of the organization and contribute to its overall development.
- Managing: This is about handling the human resources to get them to contribute to their utmost potential.
- Efficiently &Effectively: This refers to the task orientation of the people to yield the required output (effectiveness) with the appropriate inputs (efficiency).
The HRM Spectrum
Human Resource Management comprises a range of activities/functions, as mentioned below:
- Recruitment: It aims at attracting applicants that match a certain Job criteria.
- Selection: Aims at short listing candidates who are the nearest match in terms of qualifications, expertise and potential for a certain job.
- Hiring: Deciding upon the final candidate who gets the job.
- Training and Development: Those processes that work on an employee on-board for his skills and abilities upgradation.
- Employee Remuneration and Benefits Administration: The process involves deciding upon salaries, incentives and other benefits.
- Performance Management: It is meant to help the organization motivate and reward workers to ensure that the organizational goals are met efficiently.
- Employee Relations: Includes areas like workplace safety, hygiene, conflict resolution so as to retain employees. Also deals with employee separation.
Difference between Personnel Management & HRM
In earlier times, the Personnel Manager of a factory or firm was the person in charge of ensuring employee welfare and interceding between the management and the employees. In recent times, the term has been replaced with HR manager. HRM denotes a shift in focus and strategy and is in tune with the needs of the modern organization. HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was largely about mediating between the management and employees.
HRM has to deal with international challenges in the context of an organically linked & globalized world. The objectives of global HRM are:
- Create a global appeal without compromising upon the local identity.
- Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries.
- Training upon cultures and sensitivities of the host country.