Introduction to Human Resources Management



The quality and effectiveness of the organization is determined by the quality of the people that are employed.Success for most organizations depends on finding the employees with the skills to successfully perform the tasks required to attain the company’s strategic goals.

According to the  British Institute of Personal Management:
Personnel  Management  can  be  defined  as  “that  part  of management which is  oncerned with people at work and with their relationship within an organization.”
 Human Resource Management is that field of management which has  to  do  with  planning,  organizing  and  controlling  various operative  functions  of  procuring,  developing,  maintaining  and utilizing a workforce in order that the objectives for which the company is established are attained as efficiently and economically as possible; the objectives of all levels of personnel are served to the highest degree; and the objectives of the community are duly considered and served.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.


  • It is concerned with the optimum utilization of the human resources within and organization.
  • It is concerned with the creation of conditions in which each employee is encouraged to make best possible contribution.
  • It is also concerned with the development of the sense of mutual respect and trust between management and workers through sound relations.
  • It endeavors to increase the productive efficiency to the workers through training, guidance and counseling and
  • It tries to raise the morale of the employee.


  • Service is delivered by people.
  • Low quality HR leads to low quality customer service.
  • In the 21st century effective knowledge management translates into competitive advantage and profits.
  • Knowledge comes from a firm’s people.


HR is multidisciplinary. It applies the disciplines of Economics (wages, markets, resources), Psychology (motivation, satisfaction), Sociology (organization structure, culture) and Law (Maternity Benefit Act, Min. Wage Act, Factories Act, IRO, etc.).

HR is embedded within the work of all managers, and most individual contributors due to the need of managing people (subordinates, peers and superiors) as well as teams to get things done.


The responsibility for human resource management activities rest with each MANAGER. If a MANAGER does not accept this responsibility then HR activities will only partially get


HR department provides strategies, systems, tools and support to Managers to ensure effective staff management!


A lively intelligence: The personal function demands a marked degree of analytical ability and great resourcefulness. Good judgment, intellectual honesty, alertness and keen perception are also ranked high among the desirable mental traits.

A high degree of freedom from bias: To be truly effective, personnel management requires of its practitioners an impartial, objective attitude toward management, toward the workers & toward the society. The personnel managers’ plans, his decisions, his counsel – all must be dictated by the total requirements of the situations. This implies sincerity, fearlessness, and above all honesty.

A compelling Manner: The ability to inspire confidence, to encourage friendliness and to elicit cooperation and enthusiasm is invaluable to the pioneering effort that will be required for him.

Understanding the People: Such understanding includes appreciation of human wants and aspirations, of individual differences in aptitudes and abilities. It manifests itself in an increasing effort to provide others with the opportunities, the encouragement and the motivation of their development.

A good Executive: He must be organization minded and know how to delegate assignments. Since personnel departments themselves are often complex and need a strong executive at the top, his management ability must compare favorably with that of the other top executives in the company.

A good salesman: Not the over aggressive type, but the kind who can sell sound management ideas to employees and interpret labor’s ideas to the employer. Here a good sense of values is all-important.

A good Negotiator: He should be able to conduct meetings between management and labor without letting the arguments come to a boil, able to maintain his own equilibrium and get a good nights sleep even after spending an entire day at the conference table with the most arrogant of union leaders.

He must be a Good Technician: Able to analyze details concerning labor laws, interpretations and executive orders. Incidentally, he must also have the faculty of adapting himself gracefully to changed conditions.

He must have the quality which president Roosevelt once described as a “Passion foranonymity”. This means that he will not look for opportunities to claim credit, that he will enjoy engineering a deal for which someone else gets a praise, and that he will consider the line supervisors the real personnel managers of the company and constantly try to build them up as such.

He must be fully conversant with existing labor laws and regulations. He must also know the language of the people.

                                 Thank You       


Human Resources Business Partner: Concept, Importance in business, Role and Model-Part-A


For visit related articles Please visit: Human Resource Management


hr documents, hr forms and formats, SOPs, policies and procedures, reports and hr template, Human Resources, HR, HRM, OHSMS, HRBP, ISO, Health and Safety,  job Interview, Jobs, Nebosh, Labour Law, Talent Management, Social Compliance, AI, HRIS, succession Planing, Training in BD, Human resources management in Bangladesh. strategic Human resource management, hr executive, etc format form ,
hr business partner, role of hr business partner, function of hrbp, hrbp, hrbp challenges, hr business partner model, hrbp certification, why hrbp is important,Human resource Planning, management, hrm, human resource management, Importance of HRM, Purposes of Human Resource Planning, The process of manpower planning, process of hr Planning, The Planning Process, HR supply forecast, HR programming,
HR demand, The HRP Process, HR Plan Implementation, Training and Development, Retraining and Redeployment, Retention Plan, Performance appraisal, Downsizing plans, Control and Evaluation, Multicultural workforce , Organizational changes, Technical changes in the society, Employment, Factors affecting Human Resource Planning in an organization, Factors in forecasting HR needs,


Related Articles: প্রথম প্রকাশ-  প্রসূতি কল্যাণ সুবিধার হিসাব নির্ধারন পদ্ধতি 

Role of Nine tutorial Video in Bangla: Search all kinds of HR documents, form & format, template, policy and procedure, HR articles, social compliance, Labor law, Nebosh, Health & Safety policy & procedure, OHSMS ect Please click here: Resource Academia: Search all kind of Bangla Book, English Book, text book, Health & Safety book, Nebosh, IOSH certification study materials, Bangla novels, short story book in PFD format for free, Please Click here, Bangla Book Bd: Nebosh IGC certification Study Materials and guideline and new 2019 syllabus Click here: Heatstroke, Cause, Symptom and treatment video in Bangla: Resource Academia: Resource Academia: Banglabook BD:

No comments

Powered by Blogger.