Maximizing Organizational Effectiveness: The Role of Human Resource Management

INTRODUCTION
Human Resource Management is concerned with the people dimension in management since
every organization is made up of people acquiring their services developing their skills
motivating them to achieve a higher level of performance & ensuring that they continue their
commitment to the organization & which is essential in achieving an organizational objective.
This is true regardless of the type of organization, Government, education, health, recreation,
or social action. H.R.M. is planning, organizing, Directing, Controlling, developing,
compensation, integration, maintenance & separating HR to the end that individual &
organizational & social objectives are accomplished. Thus H.R.M refers to a set program,
function & activities designed & carried out in order to maximize both employee as well as
organizational effectiveness.
Meaning:
Human resource management is a management function that helps the manager to recruit
select, train, and develop members of the organization Because human force acts as the heart
of an organization without human organization cannot achieve its predetermined goals. In
fact, H.R.M. is a management function concerned with hiring and motivating & maintaining
people in the organization.
Definition:
“H.R.M is a series of integrated decisions that form of employment relation the quality
contributes to the organization while employees to achieve their objectives.”
Significance:
H.R.M. plays a crucial role in employee satisfaction, improving performance and
productivity. This helps in the organization’s competitive advantage, and it contributes to the
organization’s success. Every organization starts with a vision that their business, the priority
is to hire a competent workforce means the right person in the right place and the right time.

Objective
Human Resource Management helps a company to achieve its objective from time to time by
creating a positive attitude among workers. Reducing wastage and making maximum use of
resources etc.
Facilitates professional growth
Due to proper Human Resource policies employees are trained well and this makes them
ready for future promotions. Their talent can be utilized not only in the company in which
they are currently working but also in other companies which the employees may join in the
future.

Better relations between union and management
Healthy Human Resource Management practices can help the organization to maintain co-
ordinal relationship with the unions. Union members start realizing that the company is also
interested in the workers and will not go against them therefore chances of going on strike are
greatly reduced.
Helps an individual to work in a team/group
Effective Human Resource practices teach individuals team work and adjustment. The
individuals are now very comfortable while working in team thus team work improves.
Identifies person for the future
Since employees are constantly trained, they are ready to meet the job requirements. The
company is also able to identify potential employees who can be promoted in the future for
the top-level jobs. Thus, one of the advantages of HRM is preparing people for the future.
Allocating the jobs to the right person
If proper recruitment and selection methods are followed, the company will be able to select
the right people for the right job. When this happens the number of people leaving the job
will reduce as the will be satisfied with their job leading to decrease in labour turnover.
Improves the economy
Effective Human Resource practices lead to higher profits and better performance by
companies due to this the company achieves a chance to enter -into new business and start
new ventured thus industrial development increases and the economy improves.

OBJECTIVES OF THE STUDY
 Help employees set goals
 Motivate high-performing employees
 Counsel underperforming employees
 Support for raises and promotions
 Plan for new hires
 Improve organizational performance
 Determine overall training needs
 Create a paper trail

NEED FOR THE STUDY
Organizations use performance appraisals to learn more about their employees. These
reviews allow for supervisors to discover what each employee's strengths and weaknesses are
so they know how to best use them in their organization and improve their future
performances.

SCOPE OF THE STUDY
It is an ongoing process of obtaining, researching, analysing, and recording information about
the worth of an employee. The main objective of performance appraisals is to measure and
improve the performance of employees and increase their future potential and value to the
company.

METHODLOGY
Every research work is based on certain methodology, which is a way to systematically solve
the problem or attain its objectives. It is a very important guideline and lead to completion of
any project work through observation, data collection and data analysis. Selection of sample
size: In order to take a reasonable sample size and not to disturb the functioning of the
organization, a sample size of reasonable strength of the Company has been taken in order to
arrive at the present practices of training in the Company. Accordingly, have been selected 20
employees for survey at random from all the departments of the organization and feedback
forms (questionnaire) have been obtained.
Sampling technique used
The technique of Random Sampling has been used in the analysis of the data. Random
sampling from a finite population refers to that method of sample selection, which gives each
possible sample combination an equal probability of being picked up and each item in the
entire population to have an equal chance of being included in the sample. This sampling is
without replacement, i.e., once an item is selected for the sample, it cannot appear in the
sample again.
Data collection
To determine the appropriate data for research mainly two kinds of data was collected namely
primary & secondary data. Statistical tools used: The main statistical tools used for the
collection and analyses of data in this study are:
➢ Pie charts
➢ Table

LIMITATIONS OF THE STUDY
 Bias of Appraiser
 Ambiguity in Standards
 Insufficient Evidence
 Several Qualities Remain Without Appraisal
 Leniency or Strictness Tenancy
 Average Rating Problem
 Influence of Man’s Job
 Similarity Error