Decision Making in Human Resource Management

Human Resource Management

• Human Resource Management is an umbrella term that is being used to describe the management as well as the development of the employees in an organization.
• It designs various management systems in order to ensure that employee talent is used efficiently and effectively to accomplish organizational goals.

We have already discussed various key aspects of Human Resource Management in detail. Please click on the following to read more about these aspects of HRM-

• Principles of Human Resource Management
• Concept of Strategic Human Resource Management
• Functions of Human Resource Management

In this article, we are going to discuss the Nature of Human Resource Management and key factors in the Decision Making in Human Resource Management.

 

Nature of Human Resource Management

• Pervasive in nature: Human Resource Management applies to all domains. There is no field of work that can function without effective HRM.
• Goal-Oriented: It focuses on the results rather than focusing on the rules and regulations. It helps create a more conducive work environment.
• Promotes Employee Development: It helps the employees in order to develop them in a full-fledged way.
• Ensures harmony between organizational goals and personal goals of employees: It makes sure that the employees work hard towards their goals.

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Decision Making in Human Resource Management

Harvard Model suggests that Human Resource Managers should consider the four C’s of HRM while making decisions–

1. Commitment: Ensuring commitment among employees towards organizational goals is of the utmost importance to any HR department.
   • HRM Principles followed by HR managers help in creating enabling environment that maintains this commitment in employees.
   • Factors like job security, job satisfaction, and appreciation are vital in enhancing employees’ morale and keeping them motivated towards various organizational and personal goals.
2. Competence: It is the role of the HR department to communicate what the company expects from the employees and help them achieve that.
   • A Competent employee directly influences business development.
   • HRM principles should aid in creating the right opportunities and the best environment to help employees excel.
3. Cost Management: The HR department must work within strict budget constraints and still achieve the expected results.
   • HRM is responsible for creating a competent workforce that can deliver products and services to improve revenue.
4. Compatibility: The HR department must check if the employee’s individual goals are compatible with the company’s goals.

• • Extensive training, research, and implementation of company guidelines can ensure the recruitment of compatible individuals.

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