HRM process

Topics: Human resource management, Human resources, Management Pages: 15 (3525 words) Published: December 3, 2014
(B) Why do you think HRM is important?
Importance of Human Resource Management:
An organization cannot build a good team of working professionals without good Human Resources. The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. The beneficial effects of these functions are discussed here:

Recruiting and Training

This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with the company is prepared. When needed, they also provide training to the employees according to the requirements of the organization. Thus, the staff members get the opportunity to sharpen their existing skills or develop specialized skills which in turn, will help them to take up some new roles. Recruitment, Development and Training:

Performance Appraisals:

HRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts. Performance appraisals, when taken on a regular basis, motivate the employees. Maintaining Work Atmosphere:

This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. A safe, clean and healthy environment can bring out the best in an employee. A friendly atmosphere gives the staff member’s job satisfaction as well.

Managing Disputes:

In an organization, there are several issues on which disputes may arise between the employees and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. They first hear the grievances of the employees. Then they come up with suitable solutions to sort them out. In other words, they take timely action and prevent things from going out of hands. Developing Public Relations:

The responsibility of establishing good public relations lies with the HRM to a great extent. They organize business meetings, seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. Sometimes, the HR department plays an active role in preparing the business and marketing plans for the organization too. Any organization, without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a strong and effective HRM.

(C) What are the challenges of human resource management?
Managing human resources can be especially challenging for small businesses that lack the resources of larger organizations. Some small-business owners handle human resources challenges on their own or with the help of one other staff member, even though HR duties include complying with labor law, developing relationships with employees, budgeting and accessibility....

References: The first part basically deals with the report’s origin, objective, scope, limitation, etc. It highlights the background, methodology, primary data, secondary data, as well as justification of the report.
The second part deals with the HRM. In this part all relevant information and back ground, history and other aspects of HRM are discussed as well as their application in the practical world is also highlighted.
The third part deals with the Main part of the report. In this part we have describe the assignment as it was designed to be. In this part, We have tried to identify and state all the explanation and challenges regarding HRM.
The last part deals with the conclusion and recommendation of the report. In the conclusion part, the overall picture of this report is compressed in a brief yet an exact form. The recommendation part deals with the suggestion, which us as the observer has highlighted all the inner views regarding paper.
Introduction:
Human Resource Management is the real sources of competitive leverage are the culture and capabilities of your organization that derive from how you manage your people. HRM is the function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal Strategy, of Business "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
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