HR management (HRM) is defined as the process of managing employees within the business, with certain elements including hiring, training, compensation, and motivating employees. Some major functions of HRM, or Human Resources Management, include job design and job analysis, hiring/hiring and selection, training and development, compensation and benefits, performance management, management relations, and labor relations. The functions of HRM were developed by the Human Resource Development Secretary in order to streamline the tasks in managing an organizations human capital.
HRM is an extremely important function of any organisation as, without human resources management, companies would be unable to effectively recruit and retain employees, HRM is essential to an organizations culture and work environment. There are so many crucial areas of HRM which are necessary to make any organization work well, while keeping its employees motivated and staying compliant to any laws of any organization. Helping employees to develop skills and knowledge to prepare them for the future is a major responsibility, and it is the core function of HR.
This is another important function of HRM, since offering appropriate training and development programs not only enhances the employee retention, but it helps to create a positive working culture. Training and development also prepares employees to handle higher-level responsibility. HR leaders are also responsible for offering employee development programs in all departments.
HR leaders are instrumental in recruiting, helping build many organizations futures by overseeing their hiring processes. HR managers must conduct recruitment efforts, all the while meeting a company-wide goal to attract a diverse, multigenerational workforce. Based on input received from senior leaders, HR professionals should develop a proactive hiring plan that recruits the right talent and makes sure that the organization is not short-staffed or overstaffed, should an expansion be in the cards.
If changes are coming in to employee job paths or job skills of employees are not being utilized, the HR person can bring it up and offer suggestions with higher management. If changes are needed, following additional assessment, HR can make recommendations to management for implementation in order to accomplish goals like decreasing turnover, creating career paths for existing employees, and promoting individuals that meet desired metrics from management. The HR team could set up developmental and training programs with key members of leadership, find ways to increase an employees skillsets, and begin pursuing career paths that enable individuals within the company to advance over time into better and better positions.
From making sure employees are paid and receiving benefits to monitoring employee development, HR departments and managers strive to create workplaces in which both employers and employees are able to flourish. HR managers generally also provide support throughout the hiring and onboarding process, including making job offers, negotiating salaries, and enrolling new employees in benefits programs. HR managers touch all parts of the hiring pipeline, from reading resumes, scheduling interviews, to crafting offer letters. HR is designed to simultaneously maximize the productivity and happiness of employees, working towards achieving an organizations overall strategic goals.