Importance Of Human Resources Management In An Organization – HR has many important functions in the organization. They include collection, performance management; It includes learning and development and much more. Grand total, There are 12 major functions of human resource management.
If you want to understand the functions of human resources, you need to understand what Human Resource Management (HRM) is.
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Importance Of Human Resources Management In An Organization
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According to Storey (1995), HRM is cultural; It is a unique approach to employment management that seeks to gain a competitive advantage by strategically utilizing a highly committed and capable workforce using a combination of structural and personnel techniques.
Human Resource Development: Definitions, Needs, Concept
In this article, We’ll explore 12 HR functions and explain how they help an organization move forward. These functions are:
The first HR function is to identify the future needs of the organization. What kind of people are needed in the organization? How many are there? By knowing this, collection, choice performance management; It will shape learning and development and all other human resource functions.
In short, Human resource planning is a continuous data-driven process to ensure that the organization has the right people in the right place at the right time to achieve its strategic objectives.
Attracting people usually starts with employer branding. In fact, Businesses with great employer brands get 50% more qualified applicants. Apparently, Being an attractive employer has as many advantages as any other approach. A good example is the tobacco industry, which struggles to attract talent because of its bad reputation.
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With a strong employer brand and the right sourcing strategies; You’re already halfway there. Once the candidates apply, The selection process is an HR tool for selecting the best qualified and most promising candidates. Bad hires can decrease productivity by up to 36%, so it’s important to build an effective selection process.
Technological advancements in recruiting have been very rapid, and as a result; There are different types of recruiting tools for each part of your recruiting funnel. 3. Performance management
Performance management is essential to keep workers productive and engaged. Strong leadership in good performance management; Includes clear goal setting and transparency.
Annual performance reviews where the employee is reviewed by their manager are normal, but 69% of HR professionals believe that performance management will become more frequent and involve natural conversations in the near future.
Importance Of Human Resource Planning
360-degree feedback is gaining popularity as a performance management tool. With this type of feedback, colleagues, managers, Subordinates and sometimes even clients review employee performance, which can be very helpful in identifying growth potential.
Performance management is also an instrument to close the gap between the workforce you have today and the workforce you want to have tomorrow by helping employees develop future-ready skills and competencies. 4. Learning and Development
Helping employees develop the skills they need for the future is an essential responsibility for HR. This ties in with human resource planning, the first HR function we mentioned. HR bridges the gap between today’s workforce and the workforce needed in the near future.
Traditionally, organizations have a designated budget for learning and development. The budget is then distributed among the employees. In some countries this expense is mandatory. for example, In the UK, companies with an annual turnover of more than £3m are required to pay a fixed 0.5% towards the professional education of their employees.
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In other countries, such as Belgium and the Netherlands, L&D is under the employer’s duty of care to its employees. In the third group, like the US, This is unregulated territory.
Despite the differences in regulations. Almost all employers understand the value of investing in the (future) skills of their employees. It is the responsibility of the HR department to steer these efforts in the right direction. In addition, HR is one of the key HR trends for 2023, with talented leaders and managers playing an increasingly important role.
According to Janice Burns, Chief People Officer at Degreed, organizations must balance business factors and prioritize based on value opportunities. Investing in employee skills is essential for retention and ultimately the value of the organization.
“Creating a place where employees can be competent not only benefits the whole, but also meets the needs of the individual. Now more than ever, employees are looking for ways to better themselves for their professional futures. Employers who provide L&D resources for skills development are fostering an environment of motivation and investment in their employees, empowering them for their future endeavours,” Burns explained. 5. Career plan
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The fifth function of human resource management is career planning for employees; Mentoring and development are also called career paths.
Showing employees how their goals can align with the company’s future helps them engage and retain them. For the organization better succession planning; There are benefits of higher productivity and a stronger employer brand.
“Organizations prefer to draw on as much talent as possible and develop existing employees as much as possible,” says Ben Schwencke, business psychologist at Test Partnership.
“However, This method will ensure that your employees have the necessary skills, Only by demonstrating skills and knowledge can progress be achieved. By considering possible career paths; HR practitioners ensure their employees are well-equipped to outgrow their current roles and save them from having to look for outside talent,” noted Schwencke.
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Function evaluation is a technical aspect of HR. This includes comparing the various parts of the HR function as a whole. This includes the quality and availability of workers; work location; working hours economic situation; This can include job responsibilities and how much value the job brings to your organization. The idea behind performance appraisal is that similar tasks should be rewarded similarly.
A performance appraisal helps the HR department understand the company at a strategic level and Help ensure success with service delivery and support. That way, the company can deliver the required level of service while being strategic. 7. Reward
Rewarding employees for their work is an essential HR function. Compensation and benefits are essential to attracting the right candidate for the role and for the company. They are different fields; It will vary across countries and cultures. In some countries, such as the United States, health insurance is part of a job offer. But in countries like the UK, where the public health system provides most of the healthcare. This is not normal.
The total rewards framework shows that rewards are more than money and other monetary benefits. They can also be relational and psychological outcomes.
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Rewards include not only salary, but also advancement and career opportunities; status Acknowledgment Good organizational culture and satisfactory work-life balance. for example, Great colleagues and meaningful work reward employees. The monetary reward of work includes monetary rewards and other (secondary) benefits.
The Employee Value Proposition (EVP) summarizes all these aspects. Your company’s EVP is different from the external image and brand. This is the image that the company reflects on the employees. So the rewards are much more than just money. Here is a non-judgmental overview of total rewards:
75% of organizations expect compensation to become more challenging in the near future, and only 53% have full confidence in their total rewards package. It’s up to HR and compensation and benefits teams to design a total rewards strategy that works for their employees and the business.
Activities 1 through 7 fall within the scope of what is called talent management. They attract (high-performing) employees; to develop It aims to motivate and retain. 8. Industrial Relations
Solution: Function Importance And Roles Of Human Resource Management In An Organization
Another function of HR is trade unions, Maintaining and nurturing relationships with other collectives and their members.
Unionization is still prevalent in Europe, but overall it is receding. According to recent data, 92.2% of employees in Iceland are union members, compared to 67% of workers in Denmark. However, in the UK and Estonia only 23.5% and 6% of employees respectively. Union membership in the US is low, with 10.1% of employees being members.
A good relationship with unions will help resolve potential conflicts quickly, and will also be beneficial in tougher economic times when layoffs or other actions are necessary. 9. Employee Engagement and Communication
According to Dave Ulrich, one of HR’s key roles is to be a trusted advocate for employees. ဝန်ထမ်းများသည် ၎င်းတို့နှင့် သက်ဆိုင်သည့် အကြောင်းအရာအမျိုးမျိုးကို အကြောင်းကြားပြီး ကြားနာရန် လိုအပ်ပါသည်။ ဆက်သွယ်ရေးသည် ဝန်ထမ်းများနှင့် သက်ဆိုင်သော သတင်းအချက်အလက် ဖြန့်ဝေခြင်းနှင့် ဆက်စပ်သည်။
Importance Of Organizing Function Of Management
People Advocate ဖြစ်ခြင်းသည် HR လုပ်သားအင်အားစု၏ အနာဂတ်အတွက် ကျွန်ုပ်တို့သတ်မှတ်ထားသော အဓိက HR အရည်အချင်းလေးခုထဲမှ တစ်ခုဖြစ်သည်။ People Advocacy တွင် ယဉ်ကျေးမှုတည်ဆောက်ခြင်း၊ လူအလေ့အကျင့်များနှင့် လုပ်ငန်းခွင်ချန်ပီယံဖြစ်ခြင်းနှင့် ဆက်သွယ်ရေးကျွမ်းကျင်သူဖြစ်ခြင်းတို့ ပါဝင်သည်။
Checkr မှ Chief People and Operations Officer Linda Shaffer သည် HR ၏ ဆက်သွယ်ရေးလုပ်ဆောင်ချက်၏ အရေးပါမှုကို မီးမောင်းထိုးပြသည်။
HR သည် ကျန်းမာရေးနှင့် ဘေးကင်းရေး စည်းမျဉ်းများ ဖန်တီးခြင်းနှင့် အကောင်အထည်ဖော်ရာတွင် အရေးကြီးသော အခန်းကဏ္ဍမှ ပါဝင်ပါသည်။ ဤစည်းမျဉ်းများကို ကုမ္ပဏီယဉ်ကျေးမှု၏ တစ်စိတ်တစ်ပိုင်းဖြစ်စေခြင်းသည် HR ၏ အဓိကလုပ်ဆောင်မှုတစ်ခုဖြစ်သည်။
ထင်ရှားသောဥပမာတစ်ခုမှာ စွမ်းအင်နှင့် ရေနံဓာတုကုမ္ပဏီ Shell သည် လက်ရန်းကိုမကိုင်ဘဲ လှေကားများလမ်းလျှောက်ခြင်းကို တားမြစ်ထားသည့် ကုမ္ပဏီ၏ဌာနချုပ်တွင်လည်းဖြစ်သည်။ ဒါက Shell ရဲ့ တစ်စိတ်တစ်ပိုင်းပါ။
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