Concept of HRM
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.
A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies.
HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
Nature of HRM:
* HRM involves management functions like planning, organizing, directing and controlling. * It involves procurement, development, maintenance and management of human resource. * It helps to achieve individual, organizational and social objectives. * HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics and sociology. * It involves team spirit and team work.
Roles of human resource management
The core roles of human resource management are grouped below into three categories.
PEOPLE ACQUISITION AND DEVELOPMENT
* Staffing the organization
* Training & development
* Career Management
* Performance Management
* Industrial relations
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
* Strategic perspective
* Organization design
* Change management
* Corporate Wellness management
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
* Compensation management
* Information management
* Administrative management
* Financial management
PEOPLE ACQUISITION AND DEVELOPMENT
STAFFING THE ORGANISATION
As an example, each of the functions of this role is further unpacked in terms of activities. § Human Resource Planning (linked to strategic perspective) · Determine long-term human resource needs.
· Assess current resources.
· Identify areas of need.
§ Determining requirements of jobs
· Appoint a representative committee with the task of conducting the job analysis. · Decide on the use of job analysis information.
· Decide on the sources of job analysis information.
· Decide on the method for job analysis.
· Review the information.
· Based on the outcomes of the job analysis, write job descriptions and job specifications § Recruitment of staff for the organization
· Develop & implement recruiting strategy bearing in mind relevant legislation. · Decide whether recruitment will take place externally or internally. · Select methods of the recruitment (for example job posting, personnel agencies & advertising) · Engage in recruitment.
§ Selection of human resources
· Develop and implement selection strategy in line with relevant legislation. · Select appropriate tools for selection.
· Validate selection tools in line with legislation.
· Provide selection short list for line management to make a decision. § Placement of staff
· Place staff in ways that will have the...