Human Resource Management

 

Human resource management (HRM) is the process of hiring individuals, providing them with the necessary training and compensation, creating policies pertaining to them, and creating retention plans. Over the past 20 years, HRM has undergone a great deal of development as a field, making it even more crucial in today's enterprises. HRM used to be more of an administrative function than a strategic one that was essential to the organization's performance. It involved processing payroll, sending birthday gifts to employees, planning company outings, and ensuring sure forms were accurately filled out.  (Libraries,2011)

The Role of HRM

This knowledge is crucial regardless of the career route chosen because HRM tasks are ones that other department managers also carry out. Seven key responsibilities that HRM plays in the organization.

• Staffing
  
• Development of Workplace Policies
• Compensation and Benefits Administration
• Training and Development
• Dealing with Laws Affecting Employment
• Worker Protection
• Communication

Staffing

To complete duties and complete work in the organization, you need people. Humans are still required even with the most advanced technologies. As a result, staffing is one of the key responsibilities of HRM. The entire hiring process, from posting a job to negotiating a wage package, is included in staffing. There are four main steps in the staffing function,

• Development of a staffing plan
• Development of policies to encourage multiculturalism at work
• Recruitment
• Selection

Development of Workplace Policies

Every organization has rules that guarantee consistency and justice inside the organization. Creating the language used to describe these regulations is one of HRM's responsibilities. HRM, management, and executives are all involved in the process of developing policy. For instance, the HRM specialist is likely to identify the need for a policy or a modification in a policy, solicit input on the policy, develop the policy, and then inform employees of it. It is important to stress that HR departments cannot and do not operate independently. Every action they do must involve all other organizational departments.

ex:

• Discipline process policy
  
• Vacation time policy
• Dress code
• Ethics policy
• Internet usage policy

Compensation and Benefits Administration

HRM experts must decide whether pay is just, in line with industry norms, and competitive enough to draw candidates to the company. Anything the employee receives in exchange for their labour is considered compensation. The salary must also be equivalent to what other workers doing similar occupations are earning, according to HRM professionals. In order to do this, pay systems that account for the length of service with the company, years of experience, education, and similar factors must be established.

ex:

• Pay
• Health benefits
• Retirement plans
  
• Stock purchase plans
• Vacation time
• Sick leave
• Bonuses
• Tuition reimbursement

Training and Development

After taking the effort to find and hire new employees, we want to ensure that they not only receive the necessary training but also continue to learn and advance in their positions. The organization's production increases as a result. Another important factor in employee motivation is training. Employee retention is higher when workers feel their talents are being developed at work because they are happier there

• Job skills training, such as how to run a particular computer program
• Training on communication
• Team-building activities
• Policy and legal training, such as sexual harassment training and ethics training

Dealing with Laws Affecting Employment

All legislation affecting the workplace must be known to human resource professionals. Some of these laws might be used by an HRM specialist:

• Discrimination laws
  
• Health-care requirements
• Compensation requirements such as the minimum wage
• Worker safety laws
• Labor laws

Worker Protection

In all organizations, safety is a top priority. New laws are frequently made with the intention of establishing national or state standards to guarantee worker safety. The standards for worker safety in a workplace can also be impacted by unions and union contracts. The responsibility for ensuring that the workplace complies with both federal and union standards rests with the human resource manager, who must be informed of worker protection regulations.

ex:

• Chemical hazards
• Heating and ventilation requirements
• Use of “no fragrance” zones
• Protection of private employee information

Communication

In addition to these critical duties, effective management and communication abilities are essential for both general and human resource management success. (Libraries,2011)

Human resource management is a critical component of daily life in the modern world. On the one hand, both hard and soft human resource management has an impact on business and enables quick growth. It can boost employee motivation in the workplace and encourage them to pay attention to company policies and laws, which will improve the effectiveness of the firm and result in increased earnings. On the other side, trade unions support employees in early negotiation success, allowing them to bargain for greater pay and favorable working conditions. However, at the moment, employment law is progressively taking the world by storm because it is more onerous and favorable to safeguarding employees' interests. Human Resources Management will continue to play its role in each organization going forward. 

References:

What is Human Resource- Available at-https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/ Accessed-(13/07/2022)

https://www.coursehero.com/file/pr84ma/Conclusion-In-today-world-the-Human-Resource-Management-plays-a-very-significant/  Accessed-(13/07/2022)