HRM (Human Resource Management) – Objectives, Roles, Responsibility, Skills. Welcome to this article on HRM, here we are going to give you complete information about this. We suggest you follow the complete article so that you can easily understand what is HRM and how it works in the business environment.
As the name suggests we can drive some information on this like it has something to do with managing the humans. If yes, then you are not wrong it’s actually is the practice of recruiting, hiring, deploying, and managing an organization’s employees.
- 1 HRM (Human Resource Management) – Objectives, Roles, Responsibility, Skills
- 1.1 Objectives of HRM
- 1.2 Roles of HRM
- 1.3 Skills and Responsibilities of an HR manager
HRM (Human Resource Management) – Objectives, Roles, Responsibility, Skills
The term human resources management (HRM) was first used in the early 1900s, and after that more widely in the 1960s, to describe the people who work for the organization. A company is only as good as its employees. So many companies make HRM a crucial part of maintaining or improving the health of the business.
If any business seeks to make a profit for them in the future then they have to get a skilled human in their organization. Because behind every great product or service there is a human mind, effort, and man-hours (working hours). Which makes the organization stand top of its competitors.
Here in the diagram, you can see the complete process of HRM (Human Resource Management). The HRM process consists of a sequence of activities that begins with the job analysis and HR planning in an organization.
Objectives of HRM
There are several different objectives of HRM, we also discuss this down in the article. There are mainly 4 categories in which HRM is divided.
The company put the measures into place that respond to the ethical and social needs or challenges of the company and its employees. This includes legal issues such as equal opportunity and equal pay for equal work for the employees.
All the actions are taken that help to ensure the efficiency of the company. This includes providing training, hiring the right number of employees for a given task, or maintaining high employee retention rates in the company for their future benefit.
All the guidelines are used to keep HR functioning properly within the organization as a whole. This includes making sure that all of HR’s resources are being allotted to their full potential and company has the benefit of applying them.
All the resources are used to support the personal goals of each employee which benefits the organization. This includes the company offering the opportunity for education or career development for employees as well as maintaining employee satisfaction.
Roles of HRM
There are mainly 7 roles of HRM which happens in the organization. We discuss all of these roles down in the article.
This is one of the major tasks in HRM. It involves the entire hiring process from posting a job to negotiating a salary package for the people who wants to join the organization. In the staffing function, there are four main steps are:
- Development of a staffing plan
- Development of policies to encourage multiculturalism at work
(II) Development of Workplace Policies
HRM, management, and executives are involved in the process of the development of policies. HR departments do not and cannot work alone. Everything they do need to involve all other departments of the organization for work on the policies of the company. Some examples of workplace policies are given below:
- Discipline process policy
- Vacation time policy
- Dress code
- Ethics policy
- Internet usage policy
(III) Compensation and Benefits Administration
It includes anything the employee receives for his or her work in the organization. This involves all the setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and many more. Examples of employee compensation are given below:
- Health benefits
- 401(k) (retirement plans)
- Stock purchase plans
- Vacation time
- Sick leave
- Tuition reimbursement
involves keeping and motivating employees to stay with the organization and any employee doesn’t want to leave. Many think that compensation is a major factor in employee retention, but this is not true there are many other factors that affect this. Down are some reasons why employees leave the organization:
- Issues around the job they are performing
- Challenges with their manager
- Poor fit with organizational culture
- Poor workplace environment
(V) Training and Development
The training is also a key component in employee motivation to stay in the organization. Employees who feel they are developing their skills while working in a company tend to be happier in their jobs. Which results in increased employee retention for an organization. Examples of training programs include the following:
- 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
(VI) Dealing with Laws Affecting Employment
There are some laws which you have to follow while working in an organization. We listed some of them below so that you can understand them.
- Discrimination laws
- Health-care requirements
- Compensation requirements such as the minimum wage
- Worker safety laws
- Labor laws
(VII) Worker Protection
Everyone loves the safety concern at the place they work because it’s best for their future. The human resource manager to be aware of worker protection requirements and ensure that the workplace is meeting both federal and union standards or else they might get in trouble. Worker protection issues include the following:
- Chemical hazards
- Heating and ventilation requirements
- Use of “no fragrance” zones
- Protection of private employee information
Awareness of External Factors
There are some external factors in HRM which you have to know about before you start your career with a company or joining an organization. These are those things the company has no direct control over; however, they may be things that could positively or negatively impact the human resources of the organization. Some of the external factors include the following:
- Globalization and offshoring
- Changes to employment law
- Health-care costs
- Employee expectations
- Diversity of the workforce
- Changing demographics of the workforce
- A more highly educated workforce
- Layoffs and downsizing
- Technology used, such as HR databases
- Increased use of social networking to distribute information to employees
Skills and Responsibilities of an HR manager
Here we provide you with some skills and responsibilities which an HR manager has to follow so that the organization could do benefit in the future. Down we provide the list of these things make sure you read them thoroughly:
We list some responsibilities that an HR Manager have to do for the organization:
- Employee recruitment, onboarding, and retention
- Talent management and workforce management
- Job role assignment and career development
- Compensation and benefits
- Labor law compliance
- Performance management
- Training and development
- Succession planning
- Employee engagement and recognition
- Team building
We also list some skills that an HR Manager can have which add value to them:
- Employee relations
- Job candidate relations
- Sourcing and recruiting
- Interpersonal conflict management
- New employee onboarding
- HR software and information system experience
- Performance management
- Customer service
- Project management
Hopefully, you liked our article on HRM (Human Resource Management) – Objectives, Roles, Responsibility, Skills. If you have any doubt feel free to ask us in the comment section. We are love to help you out.