What is human resource management all about?

 Human resource management can be an exciting career opportunity for several students. This branch of management deals with the different employees of any organization, and helps manage their issues. All types of businesses and organizations have capital in different forms that they can use for generating business.

However, no matter the industry, all businesses have one thing in common: they need people to utilize their capital. Human resource management aspects include recruitment, compensation, hiring, organizational development, performance, employee motivation, policy administration, and even training. Read on to find out more about this branch of management.


What Is Human Resource Management?

Human resource management is a comprehensive and strategic approach for managing the different people in a workplace and maintaining the workplace management and environment. When done correctly, it allows employees to contribute productively and effectively to a company, which helps the organization accomplish its objectives and goals.

It also includes employing different people, training them, developing policies, compensating employees, and initiating strategies that help retain the workforce. Thus, we can see that human resource management is a critical part of any organization and is vital for managing and maintaining a productive workforce. Moving on, let's look at how human resource management works.

How Human Resource Management Works?

Staff members working in human resource management work by ensuring that a organization has a vision, an overall mission, and different values that are shared with employees and provide them with an overarching reason to work in their organization. These types of elements can be inspirational in nature and help employees feel like they are part of the organization as a whole.

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Today's human resource management is shifting its focus from traditional, transactional, and administrational roles, adding value for strategically utilizing different employees and ensuring different types of employee programs positively impact an organization.

There are dedicated human resource personnel for every organization who are responsible for HR-related functions. These people may report to an HR manager or play an active role in different HR roles like:

  • HR business partner
  • Recruiter
  • Source
  • Recruiting manager
  • Immigration specialist
  • HR analytics manager
  • LoA Manager

Moving on, let’s take a look at the different roles of human resource personnel and management.

Roles Of Human Resource Management

Most human resource managers and personnel have to perform certain roles in an organization that can help to improve work productivity and workforce efficiency. They are outlined below.

  • Staffing

An organization will need different people to perform tasks and get work done across various roles. Even if a business is fully automated, they will still need manpower to handle and maintain machines. Thus, this gives rise to the primary task of human resource management, which is staffing. Staffing can include the entire hiring process of a company, from posting jobs to even negotiating salaries.

HR personnel also creates chemistry assignment help  and check assignment answers of different employees as a selection procedure test. Within the staffing process, human resource personnel need to develop a staffing plan, develop policies for maintaining work culture, recruit individuals, and select them.

  • Developing workplace policies

Organizations have policies to ensure continuity and fairness within an organization. Thus, one of the critical tasks of HRM is developing verbiage surrounding different policies. While developing policies for the workforce, the HRM, managers, and executives are also involved in the process.

For example, HRM personnel will need to recognize the need for policy changes, seek reviews on current policies, create different policies, and finally communicate that policy to the workforce. Some of the different types of policies can be vacation policies, discipline policies, dress codes, internet usage policy, and even ethics policies.

  • Benefits and compensation administration

HRM personnel need to ensure that employee compensation is fair and meets the industry standards. They also need to ensure that pay packages are high enough to entice people to work in the organization.

Compensation can refer to anything that different employees receive for their work. Moreover, HRM personnel need to ensure the pay packages are comparable to the packages of other employees. Thus, this process involves setting up different pay systems that consider different factors like work experience, education, and years spent in that organization.

  • Retention

Retention is motivating and keeping employees for staying in an organization. Compensation is one of the key factors in employee retention. However, there are also other factors in play as well. For example, employees can leave an organization for different reasons like poor pay, poor workplace culture, work problems, and even management challenges.

Thus, to tackle this issue, HRM personnel need to develop ways and solutions through which employees can be retained.

  • Development and training

Once new employees are hired in an organization, HRM needs to make sure they are capable enough of performing their jobs. They also need to ensure employees develop and grow their skills throughout their time with the organization. This can result in higher levels of productivity for a company. Training is also a critical component of employee motivation. Employees who can feel like they are developing their skills will be better motivated to stay, resulting in increased employee retention.

Some of the different types of training programs for employees can include team building activities, job skills training, legal and policy training, among others.

  • Dealing with employment laws

HRM personnel should be aware of different types of laws that can affect an organization. HR staff needs to work with different laws like labour laws, discriminative laws, compensation laws, worker safety laws, etc.

The legal environment related to the human resource is always changing. Governments often develop better worker safety plans and laws that organizations need to incorporate. Thus, HR personnel must stay updated with these laws and ensure the same is being implemented throughout the organization.

  • Worker protection

One of the major concerns of any organization is safety. Thus, new types of laws get created from time to time that helps to create safety standards for organizations to follow. Contracts of unions can also affect implementation of different types of safety laws.

Thus, human resource management needs to ensure the organization is aware of such laws and that the work environment meets state and federal safety standards.

Final Thoughts

Successful human resource management results in a better workplace where every employee feels motivated to perform to the best of their abilities, and is also satisfied with the management and their working conditions. Thus, organizations should have a robust human resource management plan in action.

Author Bio

James Young is a professor of Human Resources Management at a reputed university in the US. He is also associated with MyAssignmenthelp.com and loves providing students with MGT5DPP assessment answers help and guidance. Furthermore, he is an avid blogger, and you can read his viral posts on famous blogging sites.

 

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