INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 

Human Resource Management

Human Resource was first used in the early 1900s and broadly in 1960s to describe the people who work for the organizations., Human Resource Management is employee management with an importance on employees as assets of the business also sometimes the employees referred as human capital.

Goal of the HRM is to make effective use of employees, reducing risk and maximizing return on investment.

Human resource management is the exercise of recruiting, hiring, deploying and managing an organization's employees. In a company or an Organization Human Resource department is responsible for creating, putting into effect and overseeing policies governing workers and the relationship of the organization with its employees

Human Resource Management is a series of combined decisions that form the employment relationship, their quality contributes to the ability to the organizations and the employees to achieve their objectives- Milkovich and Boudreau

Management is concerned with accomplishment of objectives by utilizing physical and Financial resources through the efforts of Human resources.” personnel/Human resource Management is the function performed in organizations that facilitates the most effective use of People (employees) to achieve Organizational goals and individual goals” -Invancevich and Glueck

The modern HR Technology term human capital management (HCM) has been used more frequently compared to the term HRM. The term HCM has had widespread adoption by large and midsize companies and other organizations of software to manage many HR functions.

 The importance of human resource management

The role of HRM practices is to manage the people within a workplace to achieve the organization's mission and reinforce the culture. If done effectively, HR managers can help recruit new professionals who have skills necessary to further the company's goals as well as aid with the training and development of current employees to meet objectives.

A company is only as good as its employees, making HRM a crucial part of maintaining or improving the health of the business. Additionally, HR managers can monitor the state of the job market to help the organization stay competitive. This could include making sure compensation and benefits are fair, events are planned to keep employees from burning out and job roles are adapted based on the market.

 How does HRM work

 Human resources management works through dedicated HR professionals, who are responsible for the day-to-day performance of HR-related functions. Typically, human resources will comprise an entire department within each organization.

HR departments across different organizations can vary in size, structure and nature of their individual positions. For smaller organizations, it is not uncommon to have a handful of HR Journalists, who each perform a broad array of HR functions. Larger organizations may have more specialized roles, with individual employees dedicated to functions such as recruiting, immigration and visa handling, talent management, benefits, compensation and more. Though these HR positions are differentiated and specialized, job functions may still overlap with each other.

The 5 Main Roles in HR

• Talent Management. The talent management team in the HR department covers a lot of ground. 
• Compensation and Benefits. 
• Training and Development. 
• HR Compliance. 
• Workplace Safety.

The 7 Major Functions of HR Activities

• Recruitment and Employee broad casting. Gaining new talent is something every business needs to do if they wish to grow.
• Company Benefits and Compensation.
• Performance Evaluation.
• Employee Relations.
• Enforcement of Disciplinary Actions.
• Employee Records.
• Continued Education.

 Objectives of human resource Management

The objectives of HRM can be broken down into four broad categories:

1. Societal objectives: Measures put into place that responds to the ethical and social needs or challenges of the company and its employees. Including Legal aspects

2. Organizational objectives: Actions taken to ensure the efficiency of the organization. This includes providing training, hiring the right number of employees for a given task or maintaining high employee retention rates.

3. Functional objectives: Guidelines used to keep HR functioning properly within the organization as a whole. This includes making sure that all of HR's resources are being allocated to their full potential.

4. Personal objectives: Resources used to support the personal goals of each employee. This includes offering the opportunity for education or career development as well as maintaining employee satisfaction.

 

The objectives of HRM is below:

1. Help the organization achieve its goals by providing and maintaining productive employees.

2. Efficiently make use of the skills and abilities of each employee.

3. Make sure employees have or receive the proper training.

4. Build and Maintain a positive employee experience with high satisfaction and quality of life, 

    so that employees can contribute their best efforts to their work.

5. Effectively communicate relevant company policies, procedures, rules and regulations to employees. 

6. Maintaining ethical, legal and socially responsible policies and behaviors in the workplace.

7. Effectively manage change to external factors that may affect employees within the

    organization.

 

Skills and Responsibilities of an HR manager

 

HRM can be broken down into subsections, typically by pre-employment and employment phases, with an HR manager assigned to each. Different areas of HRM oversight can include the following:

·Employee recruitment, onboarding and retention

·Talent Management and workforce Management

·Job role assignment and career development

·Compensation and benefits

· Labor law Compliance

·Performance management

·Training and development

·Succession Planning

·Employee Engagement and recognition

·Team building

 Conclusion

Now we know the 7 Human Resource Management basics. None of these HR fundamentals are isolated. They all interact and affect each other. Think of these 7 basics as building blocks – strong management of each fundamental element contributes to the strength of the next. Collectively, these HR fundamentals enable a workforce not only to perform better but to perform at its very best. 

References : Erik van Vulpen, www.aihr.com, https://www.dreamstime.com/hrm-human-resource-management-concept, Milkovich and Boudreau, Invancevich and Glueck