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in

(IJPS) 2017, Vol. No. 3, Jan-June-ISSN: 2455-6270; p-ISSN: 2455-7455

THE PRINCIPLES OF HUMAN RESOURCE

MANAGEMENT
Dr. Radhika Kapur

ABSTRACT
Within all types of organizations, production, manufacturing and services, educational
institutions, financial institutions and so forth, it is indispensable to acquire an efficient understanding of
principles of human resource management. In this research paper, the main areas that have been taken
into consideration are, grievance handling, human resources service delivery, induction and on-
boarding, industrial relations, Occupational Health and Safety, organizational development,
performance management, recruitment and selection, training and development programs and
workforce planning. It is necessary for the human resources at all levels to generate information and
augment their understanding in terms of these factors. Adequate understanding in terms of these factors
will enable the individuals to carry out their tasks in a well-organized manner, achieve organizational
goals, maintain effective terms and relationships with others and incur job satisfaction. Therefore, it is
vital for the individuals to take into account these principles throughout their employment. Furthermore,
it is necessary for them to up-grade their skills and abilities to implement these principles efficiently.

Keywords: Human Resource Management, Job Positions, Organization, Principles,

Requirements, Skills

In the present existence, human resource management has been driven by various
principles. The human resources are regarded as one of the crucial aspects of any organization.
When machines are made use of in the production of goods, the human resources are required to
possess the essential skills and abilities to operate the machines. Therefore, the principles of
human resource management are referred to the values and ideologies that the organizations
need to put into practice to manage and administer the tasks and activities of human resources.
A human resource manager is normally vested with the authority and responsibility to manage
the workforce. It is essential for the human resources to define and design their work. This
involves determination of the skills and requirements needed for a certain job position and
anticipate the hiring levels of future. In other words, they need to be aware of human resources
that need to be recruited and selected in future (Martin, 2017).

Human resource management or the management of human capital is important within

the organizations (Principles of Human Resource Management, 2017). The principles of human
resource management are the foundations in any organization and these must be observed. For
every organization, whether it is service or manufacturing, some essential principles need to be
implemented by the human resources department. When selection of human resources takes
place, the hiring authorities take into consideration their educational qualifications, experience
and personality traits. They need to ensure that they select and recruit human resources, which
may be able to carry out their job duties effectively. There should not be any type of
discrimination on the basis of any factors, such as, caste, creed, race, religion, gender, age,
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ethnicity, and socio-economic background. The human resources need to be treated in a fair and
just manner and equal rights and opportunities need to be provided to all.

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

The principles of human resource management are regarded as the foundation upon
which the practice human resource management is built and observed. These have been stated
as follows: (Human Resource Management Principles, n.d.).

Grievance Handling
Grievance handling is referred to the management of the employee dissatisfaction or
complaints. These may include even workplace harassment, favouritism or wage cuts. By
establishing formal grievance handling procedures, one makes provision of a safe environment
for the employees to raise their concerns. Within the organization, the members may have
certain grievances with regards to various aspects. These may be working environmental
conditions, infrastructure, technologies, civic amenities, job duties, timings, and other members
of the organization. When they have grievances, they usually redress them to their supervisors.
Providing solutions to the problems of the workforce is an integral part of the job duties of the
supervisors. Managers and supervisors have the responsibility to identify, prevent and address
the problems of the workplace. Wherever possible, grievances will be addressed by a process of
discussion, co-operation and pacification (Human Resource Management Principles, n.d.).
When the workforce redress their grievances to their supervisors, one of the aspects that is of
utmost significance is communication needs to take place in a polite and decent manner. It is
vital to conduct an analysis of the causes and provide solutions to the problems.
A grievance handling system serves as an outlet for employee frustrations and
discontents. Within the organizations in some cases, employees are even provided with the
opportunity to redress their procedures online. When solutions are to be provided to the
grievances of the employees, the supervisors and managers need to be aware of proper
grievance handling procedures. Research has indicated that in organizations, there are
formulation of anti-discriminatory policies and all the members of the organization are provided
with equal rights and opportunities. When they enjoy equal rights and opportunities, they are
able to provide solutions to their grievances through help and support from their supervisors and
managers. When the workforce feel that the materials and equipment are not sufficient or are
not in a well-ordered state to augment productivity, then this problem can be solved by making
provision of materials, equipment and technologies. But problems are of various types and
dealing with them may take more or lesser amount of time.

The main areas that need to be taken into consideration to handle grievances are,
acknowledgment of dissatisfaction, defining the problem, get the facts, analyse and make
decisions and follow up. In some cases, when the supervisors are required to provide solutions
to the grievances of the workforce, they may seek ideas and suggestions from their superiors.
Particularly, when problems such as, changes in the working environmental conditions, or
criminal and violent acts, such as, sexual harassment are to be dealt with, then the matter goes to
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the higher management and the individuals, who are in top-most positions, i.e. directors, heads
or chief executive officers. Therefore, it can be stated that it is indispensable to implement
grievance handling procedures to generate employee morale and achieve organizational goals.

Human Resources Service Delivery

Within the organizations, the human resources are required to carry out various types of
functions. These include, manufacturing, production, technical, clerical, managerial,
administrative, supervisory, and so forth. In other words, the human resources are required to
perform number of functions in accordance to their educational qualifications, skills, abilities
and experience. When the human resources are recruited, they are required to undergo training
and development programs. Within the programs, they are provided with information in terms
of the organization. These include, history, departments, personnel, infrastructure, job duties,
overall working environmental conditions, and goals and objectives. Through these programs,
they are able to carry out their job duties wholeheartedly to achieve the desired goals and
objectives. Within the course of the performance of job duties also, they undergo training
programs, which enable them to generate information in terms of modern, scientific and
innovative methods. Hence, training and development programs have proven to be beneficial to
the workforce.

In the delivery of services as well as in the implementation of job duties, the human
resources need to inculcate the traits of morality and ethics. They need to be honest, ethical and
righteous in the implementation of job duties as well as in dealing with others. When the human
resources are engaged in making provision of services to the clients, they need to be efficient.
Teamwork is also regarded as one of the essential aspects. Human resources need to possess
effective communication and listening skills, only then they will be able to carry out their job
duties well. Teamwork primarily helps in providing solutions to problems experienced by
human resources related to their work. In the human resources delivery, it is vital to take into
account factors such as, efficiency, diligence, resourcefulness, conscientiousness, effective
communication skills, time management skills, decision making skills, morality and ethics,
decency, honesty, and truthfulness. When the human resources are well-aware of these traits,
they are not only able to perform their job duties satisfactorily, but also form good terms and
relationships with other members of the organization and clients.

Induction and On-boarding

Induction or orientation is an event where the employees are introduced to their jobs and
organization. It is an important process for bringing new employees into the business. The
induction process will take into consideration the rights as the employer, employee rights and
the terms and conditions of employment. The induction program must cover any legal and
compliance requirements for working within the organization and pay attention to workplace
health and safety requirements. Any induction program is a part of knowledge management
process that enables the individuals to become a useful and an integrated member of the team.
This program enables the members of the organization to acquire an efficient understanding of

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the job requirements. The human resources need to understand how to do their job and how the
performance of their job duties will be beneficial to the organization.

An operative way to counter the figures is to implement an efficient on-boarding

process. New employee on-boarding is usually delivered within the period of at least 90 days is
the process of getting new hires adjusted to the social and performance aspects of their own jobs
rapidly and effortlessly within your business. The new recruits are able to augment their
understanding and render an efficient contribution towards the achievement of organizational
goals. On-boarding will assist in reinforcing relationships, ensuring expectations and employees
need to be made aware in terms of culture of the organization. They are able to reinforce their
commitment through role clarity and self-efficacy (Induction & Onboarding, 2019).
Every member of the organization has the right to expect comprehensive and efficient
induction and on-boarding processes that are put into practice with proper guidance, support and
information that will lead to an increase in the retention rates and will augment their knowledge
and competencies. Staff induction and on-boarding will be governed by the fact that the
members of the organization need to be familiar with the jobs, fellow staff members, job duties
and the overall working environmental conditions. The members are required to be aware of
their job duties and organizational goals. In the implementation of these processes, the members
of the organization are required to put into practice various methods and strategies. These
methods and strategies are required to be useful and beneficial to the members as well as the
organization as a whole. Whereas, on the part of the workforce, it is necessary that they need to
acquire an efficient understanding of these methods and approaches and implement them
appropriately.

Industrial Relations
Within the organizational structure, industrial relations is regarded as an important
aspect. This is comprehensively understood that the management and union are required to
maintain effective terms and relationships with each other. Decision making is an essential part
of the organization. When the decisions are made in terms of the organization as a whole, the
management may seek ideas and suggestions from the managers and supervisors as well. When
the employees are consulted, in other words, when they are provided with the opportunities to
express their viewpoints, they feel contented and will be able to carry out their job duties
satisfactorily. Implementation of job duties in an appropriate manner is an indispensable aspect
in the maintenance of industrial relations.

In order to maintain effective industrial relations, there are number of aspects that need
to be taken into consideration. These include, making provision of equal rights and
opportunities to all the individuals, forming appropriate terms and relationships with others,
creating an amiable working environment, making provision of infrastructure, materials,
technologies, etc. Research has indicated that in some cases, there have been prevalence of
discriminatory treatment against women in terms of pay. They are paid less as compared to their
male counterparts for the same work performed. This discriminatory treatment needs to be
eliminated and women should be provided with equal rights and opportunities. When gender
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equality is promoted within the organization, the employees feel contented and motivated
towards the performance of job duties. On the other hand, there should not be any type of
discriminatory treatment on the basis of factors, such as, caste, creed, race, religion, ethnicity,
age, and socio-economic background.

Implementation of wise and meaningful communication and accessible support for

negotiation and resolution of industrial disputes and conflicting situations. In some cases, there
may be occurrence of conflicts and disagreements between the members of the organization. In
such cases, it is vital for them to resolve these industrial disputes and conflicts in a peaceful
manner. For achieving this purpose, they need to put into operation effective dispute settlement
and conflict resolution procedures. In putting into operation these procedures, they need to take
into consideration three main aspects, these are, discussion, co-operation and pacification.
When two or more members of the organization are engaged in conflicting situations or
disagreements, they need to ensure they discuss the matter calmly, listen to each other’s ideas
and suggestions, co-operate with each other in implementing solutions and come to an
agreement in a calm and composed manner. Therefore, in this manner, they are able to not only
bring an end to conflicts and disputes, but also maintain efficacious industrial relations.

Occupational Health and Safety

Occupational Health and Safety (OHS) is concerned with the health, safety and welfare
of the employees within the workplace. The primary objective of the act is to protect the
workers from the hazards that impose risk to their health and safety. Within the workplace, it is
essential for the individuals to maintain occupational health and safety. Some of the jobs are
considered hazardous jobs, particularly in factories and mines. When the individuals are
engaged in the performance of these jobs, they need to take precautions and take care of health
and safety. When the individuals are to work with machines, tools and equipment, they need to
acquire efficient training, as improper utilization may cause accidents. In factories, the
individuals are also required to work with chemicals, and gases may emerge, which may cause
health problems. Therefore, it is essential for them to wear proper attire and take precautions,
when working with chemicals and gases.

Within the organization, it is essential to formulate measures to promote health and

safety of the employees. In order to achieve this goal, it is essential to take into consideration
certain aspects. These are, setting out duties for all the workplace parties and rights for the
workers. It establishes the procedures for dealing with the workplace hazards and makes
provision of enforcement of the law, where the amenability has not been achieved voluntarily.
Within the working environment, it is essential for the individuals to be healthy physically as
well as psychologically. In addition, they need to be safe and secure. Occupational safety is an
umbrella term for the efforts of the organization to prevent injuries and hazards within the
working environment. When measures and programs will be implemented to prevent injuries
and hazards, the human resources will not only be able to carry out their job duties
satisfactorily, but also lead to well-being.

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Improvements made in occupational health and safety have proven to be beneficial to

the employees in number of ways. It could lead to an increase in profitability, competitiveness
and motivate the employees. Through the implementation of an operative and effectual
occupational health and safety system, the human resources could have an efficient and
operative framework that could render a significant contribution in minimizing and preventing
the accidents, injuries, health problems, illnesses and even death. In addition, there have been
prevalence of criminal and violent acts as well within the working environment. Therefore, it
also focuses upon treating employees with respect. This applies particularly to women. The
criminal act of sexual harassment is common against women. It should be eliminated and
women need to be treated with respect and courtesy. Therefore, formulation of laws and
programs that focuses upon the promotion of health and safety of human resources is
indispensable for the achievement of organizational goals and objectives.

Organizational Development
Organizational development is the study of successful organizational change and
performance. Organizational development emerged from the human relations studies in the
1930s, during which the psychologists realized that organizational structure and processes
influence the behaviour of the workers and motivate them towards job performance.
Organizational development is an objective-based approach to systems change within the
organization. It enables the organization to build and sustain a new desired state for the entire
organization. In order to implement organizational development, there are number of factors
that need to be taken into consideration. These include, development of infrastructure, making
provision of civic amenities and facilities, introducing technologies, and modern, scientific and
innovative methods in the implementation of tasks and functions, augmenting leadership skills,
job redesign, setting of goals and objectives, making improvements in training and development
programs, implementing conflict resolution procedures, promoting teamwork and enhancing the
overall working environmental conditions. When the human resources are able to generate
awareness in terms of these aspects, they will render an indispensable contribution in leading to
organizational development.

Organizational development is the practice of planned and systemic change in the

beliefs, attitudes and values for the progression of the individuals and organization as a whole.
The primary aim of organizational development is to enable the organization to respond to the
changes that are taking place in terms of number of aspects, i.e. markets, technologies,
infrastructure, materials, equipment, and external and internal environmental conditions. To
carry out the task of organizational development in an appropriate manner and to achieve the
desired outcomes, the members need to be aware of seven steps. These are, initial diagnosis,
data collection, data feedback, planning strategy, intervention, team building and evaluation.
This is comprehensively understood that these tasks cannot be carried out in seclusion. In order
to generate the desired outcomes, the individuals need to work in co-ordination and integration.
In the present existence, the members of the organization need to generate awareness
and augment their understanding in terms of modern, scientific and pioneering methods. When

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the members of the organization have the main focus of leading to organizational development,
they primarily focus upon the factors, which may be put into practice to enhance productivity
and profitability. The organizational development is making use of resources available to the
organization and making improvements in the efficiency of the organization and augmenting
productivity. It is put into operation for the purpose of providing solutions to the problems and
provides a methodology for conducting an analysis of the methods and strategies involved. The
methods and strategies, which are effectual, only those need to be put into practice. Whereas,
the ones, which are not beneficial need to be eliminated.

Performance Management
Performance management is the process of ensuring that the set of activities and outputs
meets the goals of the organization in an effectual manner. Performance management focuses
upon the performance of the organization, department and human resources. The individuals
acquire educational qualifications, gain experience even by working on an honorary basis, so
they can carry out their job duties within the organization satisfactorily. The individuals are
different from each other on the basis of their educational qualifications, competencies, natures,
behavioural traits, and attitudes. But when they are recruited within the organization, they have
the main objective of carrying out their job duties in an appropriate manner. In some cases, they
may experience problems and challenges, which may prove to be major impediments within the
course of their job duties. Therefore, performance management ensures that members of the
organization at all levels are able to carry out their job duties well and generate the desired
outcomes.

Performance management is the process that provides feedback, accountability and

documentation for the performance outcomes. It helps the employees to identify the flaws and
inconsistencies and bring about improvements. It is the shared understanding about how the
individuals render a significant contribution towards the goals of the organization. When this
task is to get implemented in a well-organized manner, there are certain aspects that need to be
taken into consideration. These include, aligning workforce, building competencies, improving
employee performance and development and driving business results. The primary objective of
performance management is to bring about improvements in the performance of the employees.
Hence, in order to bring about improvements in the performance, it is necessary to ensure, they
are knowledgeable, competent and proficient. They need to undergo training programs even
within the course of their jobs to generate information in terms of technical and pioneering
methods. This would help them in enhancing productivity and profitability.

Performance management offers three main stages. These include, coaching, corrective
action and termination. In the stage of coaching, the employees are provided with training in
terms of implementation of job duties. In training, they generate awareness in terms of methods
and approaches, necessary to achieve organizational goals and incur job satisfaction. Corrective
action is the stage which involves implementing measures that would lead to corrections. When
employees are experiencing problems and are unable to carry out their job duties, then through
corrective action the limitations are solved, which are major impediments. Termination is the

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stage which applies in case of the employees, who are unable to acquire an efficient
understanding of the performance of job duties. Hence, it can be stated that within the
organization, only those individuals are retained, who are able to provide solutions to problems
and limitations, and contribute effectively in the achievement of organizational goals and
objectives.

Recruitment and Selection

Recruitment and selection are referred to as significant operations in the management of
human resources. To ensure that the organization gets the right individuals, at the right place
and at the right time, the organization has to carry out the tasks of recruitment and selection.
These are designed to make the best use of employee strengths in order to meet the strategic
goals and objectives of the employers and of the organization as a whole. It is a process
involving screening, shortlisting and selecting the right candidates for the vacant positions. In
the processes of recruitment and selection, there are number of factors that need to be taken into
consideration. These include, educational qualifications, competencies, experience, personality
traits, job expectations, and organizational goals. The first and foremost step is analysis needs to
be conducted in terms of job duties, then the processes of recruitment and selection are put into
operation.

In the recruitment processes, there are seven major steps that need to be taken into
consideration. These are, conducting an analysis of the job requirements, preparing a job
description and person profile, finding candidates, managing the application process, selecting
candidates, making an appointment and induction. After the analysis is conducted in terms of
job requirements, the hiring authorities need to identify what qualifications they need to look for
in candidates that would be best suitable for the job. After the completion of this task, one has to
start looking for appropriate candidates. The application process has to be initiated and selection
of the candidates is made. After they have been selected, they are required to undergo the
training and development programs. The common types of recruitment are, employer branding,
which is attracting talent by working on one’s reputation and brand recognition as employer,
publication, databases, internal recruitment, employee referral, promotion, events and
internship.

Selection is the process of picking the right candidate with the prerequisite qualifications
and capabilities to fill the jobs within the organization. The selection process is lengthy and
complex, as it involves a series of steps, before making the final selection. The candidates are
normally required to go through various rounds of interviews and in some cases are even
required to take written tests, before they are selected. The various types of selection methods
that are put into operation are, online screening and shortlisting, interviews, psychometric
testing, ability and aptitude tests, personality profiling, presentations, group discussions and
written tests. When the individuals are to be selected in jobs, involving manual labour, they are
required to undergo medical tests. In such cases, their selection will take place, when they are

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medically fit. Therefore, it can be stated that when the individuals are knowledgeable, skilled,
capable and in good health, they are selected.

Training and Development Programs

Training and development programs are regarded as important factors that render a
significant contribution in making provision of knowledge to the employees, so they are able to
augment their skills and abilities. These skills are required to carry out their job duties in an
appropriate manner and achieve organizational goals. The employees are required to undergo
training and development programs upon selection. In these programs, the main areas that have
been taken into account are history of the organization, departments, personnel, infrastructure,
amenities, environmental conditions, job duties, and goals and objectives of the organization. In
most organizations, there are recruitment of skilled trainers, who put into practice pioneering
methods to provide training. It is vital for the trainers to put into practice useful teaching-
learning methods and materials and technologies. Upon completion of training programs,
evaluation is regarded as an important factor that identifies how much the trainers have learned.
When the employees are selected within the organization, they are required to go
through the training and development program. On the other hand, within the course of
performance of their job duties as well, they are required to undergo the training and
development program. With advancements taking place and with the advent of technologies and
innovative methods, the employees need to be aware, so they can contribute effectively towards
the performance of job duties and achievement of organizational goals. In these programs, there
are various types of training methods that are used, vestibule training, role playing, lecture
methods, case studies, field visits and so forth. The job duties, background of the employees,
and organizational goals are the primary factors that determine what types of training methods
need to be used. It needs to be ensured that training methods are beneficial in imparting
knowledge to the employees and facilitating in the achievement of desired outcomes.
The duration of the training and development programs differ. They can be one or two
days or a month. It is vital to ensure that employees are able to obtain solutions to all their
problems. Research has indicated that when employees experience problems in the
implementation of job duties and experience difficulties, their supervisors recommend them to
attend the training and development programs for the second time. These programs are
important and would help the workforce to augment their understanding and carry out job duties
appropriately. The organization needs to ensure that when initiation of training and
development programs takes place, they spend adequate resources, provide infrastructure,
materials, technologies and equipment and recruit well-qualified and experienced trainers.
Therefore, it can be stated that effective training and development programs are the key aspects
to achievement of organizational goals.

Workforce Planning
Workforce planning is the business process to align the changing needs of the
organization and strategy of the individuals. This function is comprehensive, but it does not

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have to be complicated and any types of complexities can be adjusted to suit the size and
maturity of the organization. Workforce planning will often be triggered by a specific event
and/or change in the structure of the organization. This takes place through merger, acquisition
or a transformational change project. However, emphasis put upon a comprehensive workforce
planning will be important to the organization at any point of time. The individuals, who are in
charge of the projects, tasks, activities and functioning of the organization as a whole, in other
words, the individuals, who are in leadership positions, need to formulate a plan all the times to
generate the desired outcomes. The three main aspects that need to be taken into consideration
in the planning process are, recruitment, training and deployment of individuals to carry out
tasks and functions (Workforce Planning Practice, 2018).

The workforce planning has to get carried out in an efficient and timely manner. It goes
beyond the forecasting headcount and can make provision of solutions to complement the future
direction of the business. A strategic workforce plan will make good business decisions and
yield important data, such as, hiring ease or difficulty, time, when hiring has to take place, time
of productivity, attrition rates and so forth. These traits can contribute in identifying the risks
and contingency actions (Workforce Planning Practice, 2018). In order to carry out this task in a
well-organized manner, the recruitment and selection of workforce has to get carried out
appropriately. When the employees are recruited and selected to fill the vacancies in accordance
to their educational qualifications and competencies, then steps need to be initiated to hone their
skills and aptitude, so they are able to achieve personal and professional goals and incur job
satisfaction.

Workforce planning provides insights for the organization to go beyond merely reacting
to the circumstantial market events. It can offer market and organization support and assistance
to focus on various areas. These are, reducing labour costs in favour of workforce deployment
and flexibility, responding to the needs and demands of the customers, identifying skills gap and
the areas of succession risk, pertinent strategies and approaches for talent management and
people management, targeting specific and identifying inefficiencies, employee retention
initiatives, improving the quality of outputs, improving work-life balance and putting emphasis
upon the training of the workforce. As changes take place within the organizations, the
workforce need to be trained adequately. Hence, it can be stated, when these functions are put
into operation satisfactorily, the function of workforce planning will be implemented in
accordance to the norms, values and goals of the organization (Workforce Planning Practice,
2018).

CONCLUSION
The principles of human resource management are regarded as indispensable in leading
to progression of the organization. The main principles are, grievance handling, human
resources service delivery, induction and on-boarding, industrial relations, Occupational Health
and Safety, organizational development, performance management, recruitment and selection,
training and development programs and workforce planning. Grievance handling signifies the
ways that are needed to handle the grievances that are experienced by the employees within the
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organization. Human resources service delivery deals with augmentation of efficiency and
competencies among the employees, so they can carry out their job duties well. Induction and
on-boarding is referred to aspects that help in augmenting the competencies among the
employees and retain them within the organization. Industrial relations deals with the factors
that are implemented to reinforce terms and relationships between union and management.
Occupational Health and Safety takes into account the aspects that are necessary to maintain
good health and safety of the workforce within the organization.

Organizational development is a comprehensive area that takes into consideration

number of aspects, necessary for the up-gradation of the organization. In order to lead to
progression of the organization and well-being of the employees, the human resources need to
carry out their job duties in a well-organized manner and enhance their performance, hence, the
principle of performance management has to be taken into consideration. Recruitment and
selection are important aspects that deal with recruitment and selection of the employees in
various job positions. Training and development programs are organized within the organization
with the primary objective of augmenting the knowledge and competencies of the workforce.
Workforce planning is a principle that involves the comprehensive planning of human
resources, so they are able to inculcate the traits of diligence, resourcefulness and
conscientiousness. Finally, it can be stated, formulation of principles in an effective manner
leads to enrichment of human resources as well as development of the organization.

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Human Resource Management Principles. (n.d.). Retrieved January 01, 2020 from
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Induction & On-boarding. (2019). Retrieved January 02, 2020 from akyra.com.au
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