As we all know, human resource management is a function that helps organizations to meet their business goals by enhancing the productivity and efficiency of all related processes through employee performance. It handles all the activities related to organization workforce including job analysis, recruitment, training and development (T&D), employee relations, and performance monitoring and compensation management to maximize the employee performances.
Businesses are different from one to another. Therefore, different HR practices are applicable for different organizations. Here are some common explanations for above described HRM procedures.
Job analysis - It is important to analyze and recognize every job before recruit people. Understanding the level of qualifications, experiences need, performance evaluation methods and training needs are vital for every job profile. It is also important to inform workers that what their responsibilities and duties are. For an example, if an organization needs a short-term productivity increase, it is better to hire experienced people by reducing the cost of training and development as well as performance evaluations. However, the job analysis is influenced by the organizational strategies and goals.
Recruitment - It is attracting and hiring appropriate people to achieve business goals. Companies can use various methods to attract potential employees such as paper advertisements, job fair, job banks, and external recruiters. Online recruitment through social media websites like Facebook and LinkedIn and online job portals are also getting increasingly popular. Countries like India use these online recruiting methods very successfully to select ideal candidates for their companies.
Training and development - Increasing people's skills can be done only through proper training and development procedures. When skills are increasing, productivity is increasing. On-the-job training and separate training sessions or workshops are the main methods available for training and development. Firms use internal trainers or external trainers to conduct their training programs.
Employee affairs - People will perform well if their working environment is good. Developing a healthy working environment is a duty of human resource management. Proper communication channels, conflict resolution methodologies should be implemented for strong employee relations and happy employees.
Performance monitoring - Continuous monitoring is necessary to check whether the employees work to achieve organizational objectives. Proper rewarding and compensation processes to be implemented and encourage people to perform well. Tools and techniques like Forced Distribution method, Ranking Method, the check list method and critical Incident technique can be used for better monitoring.
Remuneration management - Only the happy worker will work for the organization's success. Satisfied and happy worker can only be made through a proper remuneration process. HRM is responsible to offer financial as well as non-financial rewards to encourage the workers.
Businesses are different from one to another. Therefore, different HR practices are applicable for different organizations. Here are some common explanations for above described HRM procedures.
Job analysis - It is important to analyze and recognize every job before recruit people. Understanding the level of qualifications, experiences need, performance evaluation methods and training needs are vital for every job profile. It is also important to inform workers that what their responsibilities and duties are. For an example, if an organization needs a short-term productivity increase, it is better to hire experienced people by reducing the cost of training and development as well as performance evaluations. However, the job analysis is influenced by the organizational strategies and goals.
Recruitment - It is attracting and hiring appropriate people to achieve business goals. Companies can use various methods to attract potential employees such as paper advertisements, job fair, job banks, and external recruiters. Online recruitment through social media websites like Facebook and LinkedIn and online job portals are also getting increasingly popular. Countries like India use these online recruiting methods very successfully to select ideal candidates for their companies.
Training and development - Increasing people's skills can be done only through proper training and development procedures. When skills are increasing, productivity is increasing. On-the-job training and separate training sessions or workshops are the main methods available for training and development. Firms use internal trainers or external trainers to conduct their training programs.
Employee affairs - People will perform well if their working environment is good. Developing a healthy working environment is a duty of human resource management. Proper communication channels, conflict resolution methodologies should be implemented for strong employee relations and happy employees.
Performance monitoring - Continuous monitoring is necessary to check whether the employees work to achieve organizational objectives. Proper rewarding and compensation processes to be implemented and encourage people to perform well. Tools and techniques like Forced Distribution method, Ranking Method, the check list method and critical Incident technique can be used for better monitoring.
Remuneration management - Only the happy worker will work for the organization's success. Satisfied and happy worker can only be made through a proper remuneration process. HRM is responsible to offer financial as well as non-financial rewards to encourage the workers.
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