As we all know, human resource management is a function that helps organizations to meet their business goals by enhancing the productivity and efficiency of all related processes through employee performance. It handles all the activities related to organization workforce including job analysis, recruitment, training and development (T&D), employee relations, and performance monitoring and compensation management to maximize the employee performances.
Businesses are different from one to another. Therefore, different HR practices are applicable for different organizations. Here are some common explanations for above described HRM procedures.
Job analysis - It is important to analyze and recognize every job before recruit people. Understanding the level of qualifications, experiences need, performance evaluation methods and training needs are vital for every job profile. It is also important to inform workers that what their responsibilities and duties are. For an example, if an organization needs a short-term productivity increase, it is better to hire experienced people by reducing the cost of training and development as well as performance evaluations. However, the job analysis is influenced by the organizational strategies and goals.
Employment - Selecting and recruiting suitable candidates for the job positions is called employment. There are many ways to find suitable people to fill job vacancies like job banks, job fair, vacancy advertisements and agents. Recently, recruiting online is another popular method used by many countries like India. They use social media networks like LinkedIn, Facebook as well as online job portals to recruit people successfully for their job vacancies.
Training and development (T&D) - The main objective of T&D is improving employee skills and use them to improve the business. Training and development can be done in two ways. First one is on-the-job training. The second one is training workshops and training camps. Companies use either internal trainers or external trainers to conduct trainings.
Dealing with employees - It is important to provide good working background for every employee if you need to get the maximum from them. This is another HRM responsibility. Procedures for effective information exchange and conflict resolution are necessary to build strong relationships with workers. These things will help you to improve the productivity.
Performance monitoring - Continuous monitoring is necessary to check whether the employees work to achieve organizational objectives. Proper rewarding and compensation processes to be implemented and encourage people to perform well. Tools and techniques like Forced Distribution method, Ranking Method, the check list method and critical Incident technique can be used for better monitoring.
Compensation management - Human resource management should provide monetary and non-monetary benefits to employees. It helps to motivate employees to achieve business goals. If the organization has an innovative business strategy, it should pay more than an organization which has cost control objectives.
Businesses are different from one to another. Therefore, different HR practices are applicable for different organizations. Here are some common explanations for above described HRM procedures.
Job analysis - It is important to analyze and recognize every job before recruit people. Understanding the level of qualifications, experiences need, performance evaluation methods and training needs are vital for every job profile. It is also important to inform workers that what their responsibilities and duties are. For an example, if an organization needs a short-term productivity increase, it is better to hire experienced people by reducing the cost of training and development as well as performance evaluations. However, the job analysis is influenced by the organizational strategies and goals.
Employment - Selecting and recruiting suitable candidates for the job positions is called employment. There are many ways to find suitable people to fill job vacancies like job banks, job fair, vacancy advertisements and agents. Recently, recruiting online is another popular method used by many countries like India. They use social media networks like LinkedIn, Facebook as well as online job portals to recruit people successfully for their job vacancies.
Training and development (T&D) - The main objective of T&D is improving employee skills and use them to improve the business. Training and development can be done in two ways. First one is on-the-job training. The second one is training workshops and training camps. Companies use either internal trainers or external trainers to conduct trainings.
Dealing with employees - It is important to provide good working background for every employee if you need to get the maximum from them. This is another HRM responsibility. Procedures for effective information exchange and conflict resolution are necessary to build strong relationships with workers. These things will help you to improve the productivity.
Performance monitoring - Continuous monitoring is necessary to check whether the employees work to achieve organizational objectives. Proper rewarding and compensation processes to be implemented and encourage people to perform well. Tools and techniques like Forced Distribution method, Ranking Method, the check list method and critical Incident technique can be used for better monitoring.
Compensation management - Human resource management should provide monetary and non-monetary benefits to employees. It helps to motivate employees to achieve business goals. If the organization has an innovative business strategy, it should pay more than an organization which has cost control objectives.
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