PGDM in Human Resource Management
Human Resource Management, in an organisation the most essential resource is the human itself. And managing the same can be a lot of work on one’s table.
In our day to day life, we are unable to handle our own emotions, so think about what will happen if you are the manager and you to deal with human resources!
Human resources are essential to the organisation yet managing the same is what makes the game difficult. As every employee is aware of his or her rights, and they demand the same, it becomes difficult for the organisation to handle the same. Either they will leave their business and deal with the employee or they will focus on the business, ignoring the needs of the employees, and where the employees does not get what they want, they leave the organisation, and absence in human resource can lead to the organisation drowning.
Managing the human resources is a difficult task for a manager.
HRM is a subject that is not just a separate department, but it is also an activity done or used in each department. The presence of HRM is everywhere, whether it is marketing department or sales department, the presence of HRM is everywhere. Because if the marketing department does not work as per the norms it can affect the organisation as a hard time. So HRM is present in every department, and plays a very essential role in the organisation.
To elaborate more on the same, PGDM in HRM focuses on the core subjects or the main aspects that help the students gain knowledge regarding the same.
One thing that I would like to add is, the moment someone hears about the word HRM, they think about an HR. and though an HR also plays the role of HRM yet these both are different terms. An HR manager is the one who hires, and keeps a check on the employees for whether they are working as per their designations or not. And HRM is about managing the overall human resource of the organisation. Yes, an HR manager does plays the role of HRM but please don’t confuse HRM with hiring or firing of employees, it is a wide concept overall.
- Human Resource Planning and Development
HRP and HRD are the two different terms that are quiet beneficial for the organisation.
HRP can be defined as taking care of the number of human resources in the organisation so that over staffing is not caused and that the quality of work from the same strength is being carried out.
In the words of Dale S. Beach, “Human Resource Planning is a process of determining and assuring that the organisation will have an adequate number of qualified persons available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals involved.”
HRD on the other hand is the development of human resources. For example, as the technology is rising, employees need to cope up with the same and to do the same they need to get trained so that they could perfectly fit for their designated positions.
According to C. Leon Magginson, “HRD may be defined as development of people by providing the right environment where each individual may grow to his fullest potentialities. Human resources are viewed as total knowledge, skills, creative abilities, talents and aptitudes of an organisation’s workforce as well as values, attitudes and beliefs of individuals involved.
- Training and Development
HRM is a field where training and development are quiet essential.
Training helps the employees to learn what they have to do in their jobs. It is like a demo practice of what they will be doing in future.
And development on the other hand is used at the times when a segment of an organisation is being removed so the development in the employees of those segments is made so that they can fit into other areas of the organisation.
- Managing Diversity
Human Resource Management is not easily done. As we all are aware that diversity is everywhere. So managing diversity in the organisation is what brings the most difficult challenge for a manager to manage.
Diversity in an organisation can be related to anything like department wise, or ratio of males and females or anything. What if during decision making two people have different perspectives which would convert the conversation into a heated mess and a debate would begun on the spot.
So managing the diversities is a huge challenge that a manager has to overcome. In PGDM HRM the various tactics for the same are taught to the students so that if they ever face a situation like that they could convert their theoretical knowledge into the practical World.
- Negotiation, Persuasion and Social Influence Skills
To manage human resources, a manager has to deal with the employees by the rule of carrot and stick.
This rule is taught in Psychology of Managers, in this, the carrot is like a bonus for the employees, those employees who are money oriented they run after the carrot and excel in their work and get it done before the deadline just to get the rewards. And stick on the other hand are for those lazy employees for whom strictness has to be applied or else they wont be bringing any progress to their work and would always come up with a bunch of excuses.
A manager should also be a motivator. For some people motivation is like a energy booster. So Negotiation, Persuasion and Social Influence skills are all important.
- Strategies and Systems
In an organisation, a manager has to be smart enough to tackle the situations regarding human resources. They have to work on some smooth strategies and need to work in a systematic way so that they get the work out of the employees without causing any inconvenience to the employees.
So overall HRM revolves around all those topics that I have mentioned above. When you hear about Human Resource Management, you think it’s a easy game, but its not. You can’t even handle your own friends then how are you going to handle some unknown employees from whom you have to bring results.
This is an amazing and quiet interesting field to be in. If you have an interest to step in HR, then one must have the knowledge of HRM too.
