Introduction To Human Resource Management

Introduction to Human Resource 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.
The overall purpose of human resources (HR) is to ensure that the organization is able
to achieve success through people. HR professionals manage the human capital of an
organization and focus on implementing policies. They can specialize in finding,
recruiting, training, and developing employees, as well as maintaining employee
relations or benefits. Training and development professionals ensure that employees
are trained and have continuous development. This is done through training programs,
performance evaluations, and reward programs. Managing employee benefits includes
developing compensation structures, parental leave programs, discounts, and other
benefits for employees. On the other side of the field are HR generalists or business
partners. These HR professionals could work in all areas or be labor relations
representatives working with unionized employees.
Human Resource Management & Its Core Functions:

In general, human resource management is concerned with hiring, motivating and
maintaining workforce within businesses.
Functions of Human Resource Management Includes:

1. Managerial Functions
2. Operative Functions
Managerial Function Includes:
1. Planning
One of the primary functions where number & type of employees needed to accomplish
organizational goals are determined. HRM planning also helps management to collect,
analyze and identify current plus future needs within the organization.
2. Organizing
Organization of the task is another important step. Task is allocated to every member as
per their skills and activities are integrated towards a common goal.
3. Directing
This includes activating employees at different levels and making them contribute
maximum towards organizational goal.
4. Controlling
Post planning, organizing and directing, performance of an employee is checked, and
compared with goals. If actual performance is found deviated from the plan, control
measures are taken.
Operative Function Includes:

1. Recruitment/Hiring
Hiring is a process which brings prospective candidates who can help organization
achieve their goals and allows managements to select right candidates from the given
pool.
2. Job Analysis & Design
Describing nature of the job like qualification, skill, work experience required for specific
job position is another important operative task. Whereas, job design includes outlining
tasks, duties and responsibilities into a single work unit to achieve certain goal.
3. Performance Appraisal
Checking and analyzing employee performance is another important function that
human resource management has to perform.
4. Training & Development

This function allows employees to acquire new skills and knowledge to perform their job
effectively. Training and development also prepares employees for higher level
responsibilities.
5. Salary Administration
Human Resource Department also determines pays for different job types and incudes
compensations, incentives, bonus, benefits etc. related with a job function.
6. Employee Welfare
This function takes care of numerous services, benefits and facilities provided to an
employee for their well-being.
7. Maintenance
Minimizing employee turnover and sustaining best performing employees within the
organization is the key.
8. Labor Relations
Labor relation is regards to the workforce who work within a trade union. Employees in
such domain form a union/group to voice their decisions affectively to the higher
management.
10. Personal Record

This function involves recording, maintaining employee related information including
employment history, work hours, earning history etc.
Human Resource Planning

Human Resource Planning (HRP) is the process of forecasting the future human
resource requirements of the organization and determining as to how the existing
human resource capacity of the organization can be utilized to fulfill these requirements.
It, thus, focuses on the basic economic concept of demand and supply in context to the
human resource capacity of the organization.
It is the HRP process which helps the management of the organization in meeting the
future demand of human resource in the organization with the supply of the appropriate
people in appropriate numbers at the appropriate time and place. Further, it is only after
proper analyses of the HR requirements can the process of recruitment and selection
be initiated by the management. Also, HRP is essential in successfully achieving the
strategies and objectives of organization. In fact, with the element of strategies and long
term objectives of the organization being widely associated with human resource
planning these days, HR Planning has now became
Strategic HR Planning:
HR Planning, thus, help the organization in many ways as follows:
 HR managers are in a stage of anticipating the workforce requirements rather

than getting surprised by the change of events.
 Prevent the business from falling into the trap of shifting workforce market, a
common concern among all industries and sectors
 Work proactively as the expansion in the workforce market is not always in
conjunction with the workforce requirement of the organization in terms of
professional experience, talent needs, skills, etc.
 Organizations in growth phase may face the challenge of meeting the need for
critical set of skills, competencies and talent to meet their strategic objectives so
they can stand well-prepared to meet the HR needs
 Considering the organizational goals, HR Planning allows the identification,
selection and development of required talent or competency within the
organization.
It is, therefore, suitable on the part of the organization to opt for HR Planning to prevent
any unnecessary hurdles in its workforce needs. An HR Consulting Firm can provide the
organization with a comprehensive HR assessment and planning to meet its future
requirements in the most cost-effective and timely manner.
An HR Planning process simply involves the following four broad steps:
1. Current HR Supply:
Assessment of the current human resource availability in the organization is the
foremost step in HR Planning. It includes a comprehensive study of the human resource
strength of the organization in terms of numbers, skills, talents, competencies,
qualifications, experience, age, tenures, performance ratings, designations, grades,
compensations, benefits, etc. At this stage, the consultants may conduct extensive
interviews with the managers to understand the critical HR issues they face and
workforce capabilities they consider basic or crucial for various business processes.
2. Future HR Demand:
Analysis of the future workforce requirements of the business is the second step in HR
Planning. All the known HR variables like attrition, lay-offs, foreseeable vacancies,
retirements, promotions, pre-set transfers, etc. are taken into consideration while
determining future HR demand. Further, certain unknown workforce variables like
competitive factors, resignations, abrupt transfers or dismissals are also included in the
scope of analysis.
3. Demand Forecast:
Next step is to match the current supply with the future demand of HR, and create a
demand forecast. Here, it is also essential to understand the business strategy and
objectives in the long run so that the workforce demand forecast is such that it is aligned
to the organizational goals.
4. HR Sourcing Strategy and Implementation:

After reviewing the gaps in the HR supply and demand, the HR Consulting Firm
develops plans to meet these gaps as per the demand forecast created by them. This
may include conducting communication programs with employees, relocation, talent
acquisition, recruitment and outsourcing, talent management, training and coaching,
and revision of policies. The plans are, then, implemented taking into confidence the
mangers so as to make the process of execution smooth and efficient.
Here, it is important to note that all the regulatory and legal compliances are being
followed by the consultants to prevent any untoward situation coming from the
employees.
Hence, a properly conducted process of HR Planning by an HR Consulting Firm helps

the organization in meeting its goals and objectives in timely manner with the right HR
strength in action.
Human Resource Recruitment and Selection is an important operation in HRM,

designed to maximize employee strength in order to meet the employer's strategic goals
and objectives. It is a process of sourcing, screening, shortlisting and selecting the right
candidates for the required vacant positions.

Introduction To Human Resource Management

Uploaded by

Copyright:

Available Formats

Introduction To Human Resource Management

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Introduction To Human Resource Management

Uploaded by

Copyright:

Available Formats

Introduction to Human Resource Management

Human Resource Management (HRM) is an operation in companies designed to

Human Resource Management & Its Core Functions:

Functions of Human Resource Management Includes:

Managerial Function Includes:

Operative Function Includes:

4. Training & Development

10. Personal Record

Human Resource Planning

 HR managers are in a stage of anticipating the workforce requirements rather

An HR Planning process simply involves the following four broad steps:

4. HR Sourcing Strategy and Implementation:

Hence, a properly conducted process of HR Planning by an HR Consulting Firm helps

Human Resource Recruitment and Selection is an important operation in HRM,

You might also like