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 Human Resource  Management

 

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Introduction

The process of finding,selecting, assigning, and overseeing workers for a company is known as human resource management, or HRM. Human resources (HR) is a common abbreviation for HRM. Typically, the HR department of a company or organization is in charge of developing, implementing, and monitoring policies that control workers and the organization's relationship with its employees. The collective term "human resources" was first used to refer to the workforce of an organization in the early 1900s, and it became more popular in the 1960s. (Barney, 2023)

HRM is employee management that places a focus on workers as company assets. Employees are sometimes referred to as human capital in this context. The objective is to use employees as efficiently as possible, minimizing risk and optimizing return on investment (ROI), just like with other business assets.

When talking about HR technology, large and midsize businesses frequently use the term human capital management (HCM)

The importance of human resource management

HRM procedures are designed to manage employees in order to accomplish the mission of the company and uphold the corporate culture. HR managers who practice effective people management can assist in hiring new workers who possess the abilities to advance the objectives of the business. In order to achieve the goals of the company, HR specialists also support employees' professional growth and training.

Since a company is only as good as its employees, human resource management (HRM) is essential to preserving or enhancing the company's viability. HR managers also keep an eye on the employment market to keep the company competitive. This can entail making certain that benefits and pay are competitive, organizing activities to prevent staff burnout, and changing job roles in accordance with market demands. (Anbuoli, 2016)

How is HRM conducted?

HR specialists oversee the daily performance of HR-related tasks. In most organizations, human resources operate as a separate department.

The size, makeup, and nature of each position within HR departments vary. One HR generalist may handle many different tasks for small businesses. Many HR specialists work for larger companies, managing specialized responsibilities like hiring, talent management, immigration and visas, employee benefits, and remuneration. Despite the specialization of these HR positions, job functions may still overlap. (Barney, 2023)

 Objectives of human resource management

 HRM can be broken down into the following four category objectives: 

Society objectives. These are actions taken in response to the company's and its employees' ethical and social needs and challenges. This covers legal matters like pay parity for equivalent labor and equal opportunity.

Organizationals objectives. These are steps taken to guarantee organizational effectiveness, such as offering suitable training, assigning the ideal number of workers to a particular job, and upholding high employee retention rates.

Functional objectives. These are the rules that are followed to maintain HR's correct operation within the company. Among them is making certain that every HR resource is used to the maximum extent possible.

Personal objectives. These are the tools that each employee uses to further their individual objectives. They consist of preserving employee satisfaction and providing chances for learning and professional growth. (Jah, 2018)

                                                                                    Techtarget
 

More specific objectives of HRM include the following:

-Provide and maintain productive employees.

-Make full use of the skills and abilities of each employee.

-Ensure employees have and receive the proper training.

-Build and maintain a positive employee experience with high satisfaction and quality of life, so that employees can contribute their best efforts to their work.

-Communicate company policies, procedures, rules and regulations to employees .

-Maintain ethical, legal and socially responsible policies and behaviors in the workplace.

-Manage internal and external changes that might affect employees and staffing. (Barney, 2023)

Skills and responsibilities of an HR manager

HRM is typically broken into pre-employment and employment phases, as well as more specific subsections, with an HR manager assigned to each one. Areas of HRM oversight include the following:

• Employee recruitment
  
• On boarding and retention.
• Talent and workforce management.
• Job role assignment.
• Career development.
• Compensation and benefits.
• Labor law compliance.
• Performance management.
• Training and development.
• Succession plannig.
• Employee engagement and recognition.
• Team building.

 Having knowledge and expertise in a variety of fields is advantageous for HR managers. The following are the most crucial HRM competencies that professionals should have:

• Communication. A high-level of verbal and written capabilities is required in most HRM jobs.
• Recruitment and talent acquisition. Tasks in this area include writing job descriptions, conducting interviews, assessing candidates, negotiating offers and on boarding new employees.
• Employee relations. HR managers must have labor relations skills to address grievances and build positive employee experiences.
• Compliance with legal requirements. HR managers must be up to date with employment laws and regulations.
• Conflict management and resolution. Mediation capabilities help HR managers resolve conflicts and other difficult situations.
• Performance management. Managers must set performance standards and help employees develop skills to achieve them.
• Strategic thinking. HR manager jobs require high-level thinking, such as aligning HR strategies with the company's goals.
• Analytics. Data analysis skills help analyze workforce metrics and provide insights for decision-making.
• Adaptability. HR managers must be able to deal with changing workplace and societal issues on an ongoing basis.
• Ethics and confidentiality. These skills require knowledge of confidentiality and privacy requirements, as well as general and industry-specific ethical standards. (Anbuoli, 2016)   
  

Conclusion

Human resource management is a major aspect of daily life in the modern world. Human resource management, both soft and hard, has an impact on businesses and promotes their quick development. It can raise employee motivation in a company and help them pay attention to the law and company policy, respectively, which can help the business run more efficiently and make more money. Alternatively, trade unions assist workers in negotiating effectively from the outset, which enables them to secure better pay and working conditions. Currently, though, employment law is slowly taking the world by storm due to its increased restrictions and favorable treatment of employees. Human resources management will still be important to every company in the future.

 

References

Anbuoli, D. P. (2016). Human Resource Management. laxmi book publication.

Barney, N. (2023). human resource management .

Jah, D. N. (2018).