What Is Human Resource Management And Its Functions – HRM as a discipline has some important characteristics. HRM is considered as a subsystem of the organization. Experts and industry leaders have reviewed several articles on HRM and identified some key features of HRM.

HRM is the art of managing people by resorting to creative and innovative approaches; It is a science because of the precision and rigorous application of theory.

What Is Human Resource Management And Its Functions

HRM has universal application. It can be used for business and other institutions like schools, colleges, hospitals, religious institutions etc.

What Are The 7 Roles Of Human Resource Management?

The development of HRM covers all levels and all categories of people, management and operational staff. It is also widespread as it is required in every department of the organization. All organizations, profit or non-profit, should follow HRM.

HRM is not a profit center. It serves all other functional departments. But the primary responsibility always rests with line managers. HRM is a personnel function – a facilitator.

HR manager has line authority in his department but staff authority as far as other departments are concerned.

You can read our article where we try to answer if HR manager is a line or staff in the organization.

What Are The Functions Of A Human Resources Management System?

HRM is not a one-time process. It is a continuous process. It constantly changes and needs to be adjusted according to changes in the environment, staff expectations, etc.

It deals with welfare, manpower, personnel management, close association with employee and industrial relations. It is a multidisciplinary activity utilizing knowledge and inputs from psychology, sociology, economics etc.

HRM is performance-oriented. It focuses on results rather than rules. It encourages people to give their 100%. It tries to get the best out of people by winning wholehearted cooperation.

HRM is about people working as individuals and as a group. It helps employees to develop their full potential.

Human Resources (hr) Meaning And Responsibilities

It includes people related functions like recruitment, training, development, performance appraisal, work environment etc. HRM is responsible for building human capital.

HRM is a philosophy, and the basic concept is that employees are human beings and not a factor of production like land, labor or capital. HRM recognizes personality and individual differences.

HRM also includes personnel aspect, welfare aspect and industrial relations aspect in its scope. It is integrated as it relates to development, utilization and maintenance, not just acquisition.

HRM seeks to develop the team spirit of the entire organization. Team spirit helps employees work together to achieve the organization’s goals. Nowadays, more emphasis is placed on teamwork than on individuals.

Human Resource Management In The Digital Age: Video

Following our discussion on the 12 characteristics of human resource management; You should explore our guide on human resource management.

Muntasir Minhaj Muntasir runs his own businesses and holds a business degree. Founded and writes on various business topics. Every company, big or small, uses different types of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. Regardless of industry, all companies have one thing in common: they must have people to put their capital to work for them. This will be our focus throughout the text: generating income by using people’s skills and abilities.

Human Resource Management (HRM) deals with recruiting people, training them, compensating them, developing policies regarding them and developing strategies to retain them. As a field, HRM has undergone many changes over the past twenty years, serving an increasingly important role in today’s organizations. In the past, HRM meant processing payroll, sending birthday gifts to employees, arranging company outings, and making sure forms were filled out correctly—in other words, more of an administrative role than a strategic role critical to the organization’s success. Jack Welch, former CEO of General Electric and management guru, summed up the new role of HRM: “Get out of the parties and birthdays and registration forms.… Remember, HR matters in good times, HR is defined in bad times” (Frosh, et al., 2010).

It is necessary to point out here at the very beginning of this text that every manager has some role to play in relation to human resource management. Just because we don’t have the title of HR Manager doesn’t mean we can’t handle all or at least some HRM tasks. For example, many managers deal with compensation, motivation, and employee retention—making these topics not only part of HRM but also part of management. As a result, this book is equally important for aspiring HR managers and those running a business.

What Are The Functions Of Hr Management?

Have you ever had to work with the human resources department at your job? How was the interaction? What is the role of the department in a particular organization?

Remember that many of HRM’s functions are also tasks performed by other department managers, which makes this information important, even on a career path. Most experts agree on seven main roles that HRM plays in organizations. These are explained in the following sections.

You need people to do things and work in an organization. Despite the advanced machines, humans are still needed. Because of this, one of the main tasks in HRM is recruiting. Staffing covers the entire hiring process from posting the job to negotiating the salary package. In personnel performance, there are four main stages:

Every organization has procedures to ensure fairness and continuity within the organization. One of the jobs of HRM is to develop a vocabulary for these policies. In the development of policies, HRM, management and executives are involved in the process. For example, an HRM professional may identify the need for a policy or policy change, seek feedback on the policy, write the policy, and then communicate the policy to employees. It is important to note here that HR departments do not and cannot work in isolation. All other departments of the organization should be involved in everything they do. Some examples of office policies could be the following:

Unraveling The Power Of Hrms: Definition Of Human Resource Management System

These topics are further addressed in Chapter 6 “Compensation and Benefits”, Chapter 7 “Retention and Motivation”, Chapter 8 “Training and Development” and Chapter 9 “Successful Employee Communication”.

HRM professionals must ensure that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization. Compensation includes anything an employee receives for his or her work. In addition, HRM professionals must ensure that pay is comparable to what other people doing similar jobs are paid. It establishes pay systems that take into account number of years with the company, experience, education and similar factors. Examples of employee compensation include the following:

Retention is keeping and motivating employees to stay with the organization. Compensation is a major factor in employee retention, but there are other factors as well. Ninety percent of employees leave a company for the following reasons:

However, 90 percent of managers believe that employees leave because of pay (Rivenbark, 2010). As a result, managers often try to change their compensation packages to keep people from leaving, when compensation is not the reason they leave. Chapter 7 “Retention and Motivation” and Chapter 11 “Employee Assessment” discuss some strategies for retaining the best employees based on these four factors.

What Are Human Resources And Human Capital?

After we take the time to hire new employees, we want to make sure they are not only trained to do the job but also continue to develop and develop new skills on the job. It makes the organization more productive. Training is also a key factor in employee motivation. Employees who feel they are developing their skills are happier in their jobs, which results in increased employee retention. Examples of training programs may include the following:

We cover this type of training and more in Chapter 8 “Training and Development”.

Human resources people must be aware of all laws affecting the workplace. An HRM professional may work with some of these laws:

The legal environment of HRM is always changing, so HRM must always be aware of the changes that occur and communicate those changes to the entire management organization. Instead of presenting a chapter focused on HRM laws, we will address these laws in each respective chapter.

Why Effective Human Resource Management Is Essential For Business Success

Security is a major concern in all organizations. New laws are often created with the goal of setting federal or state standards to ensure worker safety. Unions and union contracts also affect workers’ safety needs in the workplace. It is up to the human resources manager to be aware of worker protection requirements and ensure the workplace meets federal and union standards. Worker protection issues may include the following:

We take a closer look at these issues in Chapter 12 “Working with Trade Unions” and Chapter 13 “Safety and Health at Work”.

Title: Knowing the law related to worker protection is usually the job of human resources. This is especially important in some industries; Indeed, it is

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