In this post we will be looking at the Meaning and History of Human resource management, Objectives, Importance of HRM for Organizational Success and Skills and responsibilities of an HR manager.
INTRODUCTION
The Human Resource Department, also known as the HR department, is one of the most crucial parts of an organization. Most people think professionals in this department only handle recruitment issues. However, an HR professional has many additional tasks along with recruitment. You might also not be aware that there are different types of human resources job profiles. It is also interesting to know that depending on the types of HRM professionals, the organization endows them with different roles and responsibilities. Some of the profiles are for senior positions and have a higher pay scale. As mentioned previously, the Human Resources department of a company oversees the development and management of the employees working in the company. There are various aspects involved in this, including the hiring process of employees like interviewing, recruiting, and training. The HR department is also closely involved in addressing problem areas in the organisation like fair labour practices, conflict resolution, and workplace diversity. In case there is a conflict between the employer and employees or between two employees, the HR department must intervene in the matter and resolve it amicably.
What Is History of Human Resource Management?
An effective human resources (HR) management department can help provide organizational structure and the ability to meet business needs by managing your business’s most valuable asset – your employees.
Human resource management (HRM or HR) is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
Objectives of History of Human Resource Management
The objectives of HRM can be broken down into four broad categories:
- Societal objectives: Measures put into place that responds to the ethical and social needs or challenges of the company and its employees. This includes legal issues such as equal opportunity and equal pay for equal work.
- Organizational objectives: Actions taken that help 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.
- 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.
- 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.
Within the unit of each organization, the objectives of HRM are to:
- Help the organization achieve its goals by providing and maintaining productive employees.
- Efficiently make use of the skills and abilities of each employee.
- Make sure employees have or receive the proper training.
- 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.
- Effectively communicate relevant company policies, procedures, rules and regulations to employees.
- Maintaining ethical, legal and socially responsible policies and behaviors in the workplace.
- Effectively manage change to external factors that may affect employees within the organization.
IMPORTANCE OF HRM FOR ORGANIZATIONAL SUCCESS
As mentioned previously, the Human Resources department of a company oversees the development and management of the employees working in the company. There are various aspects involved in this, including the hiring process of employees like interviewing, recruiting, and training. The HR department is also closely involved in addressing problem areas in the organisation like fair labour practices, conflict resolution, and workplace diversity. In case there is a conflict between the employer and employees or between two employees, the HR department must intervene in the matter and resolve it amicably.
Strategy management: This is an important aspect of any organisation and plays a vital role in human resource management. HR managers manage strategies to ensure the organization reaches its business goals, as well as contributing significantly to the corporate decision-making process, which includes assessments for current employees and predictions for future ones based on business demands.
Benefits analysis: HR managers work towards reducing costs, such as with recruitment and retention. HR professionals are trained to conduct efficient negotiations with potential and existing employees, as well as being well-versed with employee benefits that are likely to attract quality candidates and retaining the existing workforce.
Training and development: Since HR managers contribute significantly to training and development programmes, they also play a pivotal role in strengthening employer-employee relationships. This contributes to the growth of employees within the company, hence enhancing employee satisfaction and productivity.
Interactivity within employees: HR managers are responsible for conducting activities, events and celebrations in the organisation which gives way to team building opportunities. Moreover, it enhances interactivity within employees and instils a sense of trust and respect among peers.
Conflict management: The department to go to when any kind of professional conflict arises between employees is HR. They ensure that issues and conflicts are resolved effectively, approaching the problem with an unbiased attitude and encouraging effective communication to reach a solution. In addition, they help employees understand various ways of developing effective work relationships and the importance of not letting personal judgement affect their behaviour.
Establishing a healthy work culture: A healthy work culture is pivotal in bringing out the best in employees. HR managers contribute significantly in setting up a healthy and friendly work culture, which further translates into better productivity among employees.
Compliance: HR professionals work towards making the organisation compliant with employment laws, as well as maintaining records of hiring processes and applicants’ log.
Simple decision making: A company that has the right set of expert HR managers will make corporate decision easier, which includes assessing employees, and projecting the needs for the workforce based on business demand.
Pay/Compensation: Lastly, HRM handles payment of salaries and compensation. They see that there is effective work pay or incentives to the employees.
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
Skills that can add value to HR managers include:
- Employee relations
- Job candidate relations
- Sourcing and recruiting
- Interpersonal conflict management
- New employee onboarding
- HR software and information system experience
- Performance management
- Customer service
- Project management
Conclusion
The types of HR roles are varied. If you are thinking of making a career in Human Resources, you can choose from any of the roles mentioned above. However, some of the mentioned job roles demand a good amount of experience in the HR sector. There are many types of human resources roles for freshers as well. You can decide which position will be the most suitable for you, depending on your academic qualifications, strength, work experience, and area of interest.