Human Resources Management Overview
What is Human Resource Management?
Human Resource Management can best be described as the area of an organization that is responsible for recruiting, training, motivating, and retaining employees. Although these are the main functions of Human Resources, other functions fall under the umbrella of Human Resource. Over the years Human Resources has evolved and including many more functions including compensation, benefits, performance management, and evaluation. No longer are Human Resources just for hiring, training, promotion, or terminating. There are several new privacy laws such as HIPPA, which Human Resources have to ensure company compliance. Another common misconception of HRM is the function is there for hiring, handing out punishment for violations of company policy, and for terminating employment. While these functions are part of the responsibilities of Human Resources, there is a much broader scope within an organization.
Primary Function of Human Resource Management
To put it in the simplest of terms, the primary function of HRM is to manage the organization’s employees. Employees are the most valuable asset in an organization. Machines, technology, and the best products and services would not exist without the human assets. “People—not buildings, equipment, or brand names—make a company” (DeCenzo & Robbins, 2007. p. 32). Expanding on the primary function of HRM involves four separate main functions of staffing, training and development, motivation, and maintenance.
The staffing function is more involved than just recruiting. Human resources must first engage in planning and analysis of the position and the skills, knowledge and abilities required for the position. HR cannot successfully recruit qualified applicants “without knowledge of the critical skills required, nor can one appropriately set performance standards and pay rates or invoke disciplinary procedures fairly without this understanding” (DeCenzo & Robbins, 2007. p. 38). The two
Human Resource Management can best be described as the area of an organization that is responsible for recruiting, training, motivating, and retaining employees. Although these are the main functions of Human Resources, other functions fall under the umbrella of Human Resource. Over the years Human Resources has evolved and including many more functions including compensation, benefits, performance management, and evaluation. No longer are Human Resources just for hiring, training, promotion, or terminating. There are several new privacy laws such as HIPPA, which Human Resources have to ensure company compliance. Another common misconception of HRM is the function is there for hiring, handing out punishment for violations of company policy, and for terminating employment. While these functions are part of the responsibilities of Human Resources, there is a much broader scope within an organization.
Primary Function of Human Resource Management
To put it in the simplest of terms, the primary function of HRM is to manage the organization’s employees. Employees are the most valuable asset in an organization. Machines, technology, and the best products and services would not exist without the human assets. “People—not buildings, equipment, or brand names—make a company” (DeCenzo & Robbins, 2007. p. 32). Expanding on the primary function of HRM involves four separate main functions of staffing, training and development, motivation, and maintenance.
The staffing function is more involved than just recruiting. Human resources must first engage in planning and analysis of the position and the skills, knowledge and abilities required for the position. HR cannot successfully recruit qualified applicants “without knowledge of the critical skills required, nor can one appropriately set performance standards and pay rates or invoke disciplinary procedures fairly without this understanding” (DeCenzo & Robbins, 2007. p. 38). The two
References: Perreault, W. D., Cannon, J. P., & McCarthy, E. J., Jr. (2009). Basic marketing: A marketing strategy planning approach (17th ed.). New York, NY: McGraw Hill.