Features of HRM
Features of HRM are explained as follows:
1) Universal in Nature:
HRM practices are prevalent in each and every organization whether it is public or private, government and non-government, educational or corporate, i.e. in almost every area. Its existence is not only limited to the personnel functions: rather it is pervasive in all the functional areas i.e., marketing, finance, production, etc.
2) Action-Oriented:
The focus of HRM is on action rather than on keeping records, written procedures,s or rules. The issues of employees at the workplace are resolved with the help of rational policies.
3) Focused on People Dimension:
HRM is basically focused on developing people at work both at individual and group levels. It seeks to correlate the capabilities of employees with the requirement of the job. It constantly tries to motivate people for better performance and higher productivity
4) Growth-Oriented:
The main concern of HRM is to develop the capabilities of the employees and maintain the reward system according to their expectations. The reward system should constantly motivate me, employees, to achieve the standard performance. Training is also offered to employees so as to discover and develop their potential. Job rotation is also used to analyze the overall performance of the employee.
5) Cordial Integration:
The function of developing and re-structuring harmonious relations among human resources in the organization is performed by HRM. It coordinates and controls the human resources in the organization in such a manner so as to obtain maximum results.
6) Challenging Function:
People are complex and dynamic in nature. Hence, management of the human resources in the organization demands very close supervision of the employees. It is a very critical task to control and coordinate employees because of the human factor. The HR manager needs to be very careful while controlling and dealing with them, without hurting their sentiments.
7) Supplementary Service:
HR also plays a supportive role by assisting and advising operational/functional managers. As specialist advisors, they supervise and guide other managers to achieve their personnel tasks in a more effective manner.
8) Multi-Disciplinary Function:
HRM is crucial to an organization and so is the constitution of its concept. It derives ideas, concepts, practices, and principles from various soft disciplines such as sociology, anthropology, economics, psychology, etc. Understanding these disciplines is essential because like these disciplines HRM also relates and deals with human beings.
9) Ongoing Process:
The function of HRM cannot be restricted to a particular time and date. It is present in every department. Therefore, it is continuous in nature and is practiced every second, hour, day, and year in the organization.