Whether human resource management is a science or an art? Clarify. Also Explain the limitations of human resource management.
Whether human resource management is a science or an art? Clarify. Also Explain the limitations of human resource management.
Ans.
Human Resource Management is an Art or a Science
HRM is an art can be decided only after understanding the term art. Art is the skill in performance. It is the ability acquired by observation, study and experience. It is a behavioural knowledge. It is a systematic application of skill or knowledge in affecting desired results. HRM is an art because –
1. It requires skill and ability to translate knowledge, experience into practice.
2. Every HR manager has understand real situations.
3. A HR manager deals with ever-changing complex situations.
4. A HR manager can reach to a level of perfection only through regular practice.
Science is a systematic and organised body of knowledge about a particular object. Science establishes relationship between cause and effect.
Following are the main features of science-
1. Science is a body of systematised knowledge.
2. It establishes relationship between cause and effect.
3. The body of knowledge is developed through observation and inquiry.
Keeping in view the above features HRM is a science due to following causes-
1. There are well developed principles, techniques, theories etc. of HRM.
2. The concepts, principles, theories have developed through persistent observation, inquiry, experimentation etc.
On the basis of above discussion it can be concluded that HRM is a combination of both art and science. It is art of managing the human factor with application of scientifically developed principles.
Limitations of Human Resource Management
Following are the limitations of human resource management-
1. Less Contribution: Less contribution is the most critical in the human resource management of the business concern. Human resource contributes very less of his total ability. An average worker in the United States require to utilise only about 1/4th of his total capacity. This percentage is lower in India.
About 1/5th or more of an employee’s potential capacity in terms of knowledge, skill, talent etc. is remain untapped and cannot be utilised. Thus HRM is not capable in acquiring full ability of human resource.
The contribution of human resources should be enlarged through the process of development.
2. Tension between Human Resource Development and Personnel Management: Operational and development functions in human resource management are largely interdependent, the separate identity given to the HRD function creates mutual resentment and tension between HRD and personnel management.
Industrial relations and human resource development functions should be managed as integral part of a single, comprehensive task of HRM. The goals of HRM are not very different from many past exposed goals of personnel management.
The HRM approach to these goals should be based on new techniques and knowledge.
