What Is Human Resources Management.
Human Resource Management (HRM) is an operation in companies designed to maximize employee performance in order to meet the employer's strategic goals and objectives. More precisely, HRM focuses on management of people within companies, emphasizing on policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper orientation and induction, imparting proper training and developing skills.
HRM also includes employee assessment like performance appraisal, facilitating proper compensation and benefits, encouragement, maintaining proper relations with labor and with trade unions, and taking care of employee safety, welfare and health by complying with labor laws of the state or country concerned.
Objectives of human resource management
The objectives of HRM can be broken down into four categories:
1. Societal objectives: Measures put into place that respond to the ethical and social needs or challenges of the company and its employees. This includes legal issues such as equal opportunity and equal pay for equal work.
2. Organizational objectives: Actions taken that help to ensure the efficiency of the organization. This includes providing training, hiring the right amount of employees for a given task or maintaining high employee retention rates.
3. Functional objectives: Guidelines used to keep the HR functioning properly within the organization as a whole. This includes making sure that all of HR’s resources are being allocated to its full potential.
4. Personal objectives: Resources used to support the personal goals of each employee. This includes offering the opportunity for education or career development as well as maintaining employee satisfaction.
Human resource management functions
HRM can be broken down into subsections, typically by pre-employment and employment phases, with an HR manager assigned to each. Different areas of HRM oversight can include the following:
1. Employee recruitment, onboarding and retention.
2. Talent management and workforce management.
3. Job role assignment and career development.
4. Compensation and benefits.
5. Labor law compliance
6. Performance management.
7. Training and development.
9. Employee engagement and recognition.
10. Team building.
References
● Digitalhrtech.com( 2020). 9 HR Concepts and terms you should know . [online] Available at:https://www.digitalhrtech.com/hr-concepts-hr-terms/[Accessed 30 May 2020].
● Managementstudyguide.com(2020).Human Resource Management. [online] Available at :https://www.managementstudyguide.com/human-resource-management.htm [Accessed 30 May 2020]
● Video [online] , Available at :https://www.youtube.com/watch?v=bT8UqhuffCg . [Accessed 31 May 2020]
Dilanka, what would be the major challenge HRM having at present?
ReplyDeleteDear Ajith, By looking at the Modern organizations, I can point out few key challenges for HRM professionals in the modern business world:
Delete1) There are many contemporary challenges associated with HRM. First, it is up to everyone in the organization to contain costs. HR managers need to look at their individual departments and demonstrate the necessity and value of their functions to the organization. HR managers can also help contain costs in several ways, such as managing benefits plans and compensation and providing training.
2) The fast-changing nature of technology is also a challenge in HRM. As new technologies are developed, employees may be able to implement innovative ways of working such as flextime. HR managers are also responsible for developing policies dealing with "cyberloafing" and other workplace time wasters revolving around technology. Employee stress and lack of work-life balance are also greatly influenced by technology.
3) Awareness of the changes in the economy allows the human resource manager to adequately plan for reductions and additions to the workforce.
4) The aging and changing workforce is another potential challenge facing HR. As baby boomers retire, there likely will not be enough people to replace them, and many of the skills the baby boomers have may be lost. In addition, having to work with multiple generations at once can create challenges as different expectations and needs arise from multi-generational workforce.
Dilanka, what are the main "Team building" methods used in an organization?
ReplyDeleteDear Malinda, As the gathered data from the internet, The key methods used in organizations have mentioned below,
DeleteRule #1: Promote diversity
When building a team, try to gather people with different expertise, background, and attitudes. Like-minded people agree easier on many points, however, they often see problems and opportunities in the same way, leading to biased decisions. While mixed teams are usually more objective, creative and innovative.
Rule #2: Create space for cooperation
Make sure that your team members have time and possibility to interact with each other. Establishing the contact is essential for knowing each other better, which is another key to building a great team.
Rule #3: Get to know each other
Building informal relations alongside with the formal ones creates trust and gives a better understanding of each others’ working styles. Moreover, the friendly atmosphere in the office reduces stress and makes your team happier.
Rule #4: Empower your team
Don’t be afraid to let your team work independently — once they know what has to be done, they will figure out how to do it. By showing trust, you will make them feel responsible for their actions, and focused on common results.
Rule #5: Create a common vision
In order to ensure that your team is going in the right direction without constant control and micromanaging, they should have a common vision. Therefore, make sure to communicate your vision to the team, and surround yourself with people that share it and truly believe in it. When people are passionate about what their job, they will create amazing things.
Rule #6: Celebrate milestones
The sense of achievement and appreciation is a primary motivator for your employees. That’s why it is crucial for managers to celebrate every success and contribution (even a minor one). When your team sees the common results of their work, and every member understands that they contributed to it, they get the inspiration and strive for more.
Dilanka, Can you explain what will be the future of HRM. Because modern world will be different than today and kind of challenges will face in future.
ReplyDeleteDear Buddhima, I am glad you asked,
DeleteDigitalization has taken changed the way each job is. Roles are changing and human power requirement is constantly decreasing. This affects the area of human resource management in a different way.
A common assumption is that the roles of a HR will see a drastic change in companies that are making more use of new technologies. But on the other hand some people believe that the responsibilities have increased for human resource management professionals.
This being the changing phase from traditional methods to digital ones, the existing methodologies and models are becoming obsolete. This calls for the HR to work hard on shifting the system towards more agile model than the existing rigid ones.
Dear Dilanka,
ReplyDeleteWhat are major factors that should look in to when requiting a new employee to an organization?
Dear Pubudu , in my point of view,
DeleteHiring the right employees can make or break your business. Employee recruitment is about managing stress, as you will constantly be judged on your selection, and you obviously cannot please everybody in your organization.
However, there are certain rules that you can use to hire the right employee for your business every time:
1. Look for Someone With a Commitment to Their Career
A person committed to his or her career is the candidate you want to hire. You don't want to hire an employee who switches careers or jobs frequently, just to get a higher salary. If a candidate is not loyal to any company, hiring this person could definitely be a problem for your business.
Always check the candidate's previous job duration and if he or she is switching jobs constantly, this is definitely not the right person for the job.
2. Test for Excellent Learning and Analytical Skills
Try to use different methodologies to assess the learning and analytical skills of your candidates. Testing candidates might be tricky, but don’t evaluate candidates merely on the basis of their resume and their confidence because a resume can contain lies.
A candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements.
3. Check Compatibility
You want to find an employee that will fit in with your company's culture. Check whether the candidate has social skills to get along with others, especially with current employees and managers. Ask how he or she is managing current business clients to judge compatibility skills.
Remember, willingness is one of the primary things a candidate must possess to work with you. And if a person cannot get along with his or her current clients or previous bosses, it's not such a great idea to hire that candidate.
Hi Dilanka,
ReplyDeleteGiven these objectives, what do you think should be the priority of human resources management in the current Covid-19 situation in the world?
Hi Dilanka,
ReplyDeleteTeam building is one of the main functions under HRM. What are the methods used by HR Managers to achieve this target considering the company as an entire unit.
Hi Dilanka,
ReplyDeleteWhat is the function of the HR department in achieving the strategic goals of the organization?
hi ,dilanka .
ReplyDeleteEmployee recruitment is one of the biggest challenge under HRM. how you are going to over come that kind of situation .
Dilanka,
ReplyDeleteWhat is a good HR strategy?
Dear Mahesh,
DeleteHuman Resource Management Strategies are the plans developed in support and alignment with the organization's plans and goals. This includes the areas of company values, workforce planning, performance management, training and development, succession planning, recruitment and selection, rewards and compensation and retention planning. All of these areas interact with each other, and need to be designed, planned and implemented to move the organization forward to it's goals. They also have to be designed with the future of the organization in mind. Ultimately, the organization wants to provide value to it's shareholders. There is major financial impact in each of the areas mentioned. The planning of these strategies must reflect positive, profitable value for the corporation and its stakeholders.