Human resource management is concerned with the hiring, training, and supervision of employees in a business. The human resource management arm of the organization handles any employee-related issue in the company, such as training, motivation, benefits, wellness, safety, performance, compensation, hiring, and so on.
At the same time, human resources are responsible for much more than just operational management; it is also responsible for the strategies used to develop a company’s corporate culture. Human resource management is as much a planned strategy as it is a reaction.
Nowadays, many renowned industries approve of the idea of using international human resource management to ease the tiresome administrative work to focus more on the growth of the business.
Table of Contents
Grasping Effective Human Resources
If an institution manages its workers productively and has an impactful working environment, it is normally because the organization’s human resources function is also productive. A good human resources management arm implies that the company’s workforce will be effective and efficient in contributing to the organization’s goals.
Before discussing the phases of an institution’s human resources management, it is necessary to consider the functions it performs.
The total functions are six in number and are as follows:
1. The Recruitment Function
Hiring is not an easy task, and for many HR managers, it is the most challenging function to manage. To perform her function effectively, an HR manager must pay close attention to the process and mobilize many resources. Attracting candidates to the company for them to apply for jobs is what the recruitment function entails.
From among those who have expressed interest, the human resources manager should select suitable candidates to hire. After that, the human resources manager should work to retain the employees who have been accepted into the company and keep turnover to a minimum.
Writing appealing job descriptions, posting them in significant publications, looking for candidates, interviewing the candidates, negotiating an appropriate salary, and then offering the candidate a job are all part of the recruitment function.
2. The Training and Development Function
The HR manager is not only in charge of hiring employees but also of training them. This includes refresher training to keep employees up to date on the latest developments in their areas of expertise.
Employees who receive proper training will be able to enjoy their jobs more and perform them more effectively and efficiently. The three phases of training are set up training modules, training employees, and then monitoring and measuring the results to see if the training was successful.
3. The Professional Development Function
Professional development is another function handled by the human resources management arm, in addition to training. Professional development is more comprehensive than training. It frequently replaces training by involving the employee’s growth in all aspects of their career – even mentoring them for future leadership positions within the company.
Employees’ professional development can be facilitated in various ways, including sponsorships that allow them to attend trade shows, seminars, and workshops, as well as promotion to positions of leadership within the company and increased responsibilities within the organization.
Human resources are also in charge of actively creating an atmosphere where workers feel pushed to develop and expand themselves. Finally, this gives employees the impression that the company is the best place for them to grow in the long run.
4. The Function of Setting Compensations
To accomplish its aims, a firm should encourage its employees to achieve the project objectives on its behalf, which involves compensating and profiting them. Salary is the most common type of compensation, whereas benefits can include various compensation types, such as work-hour flexibility, medical insurance, maternal and paternal leaves, and so on.
5. The Appraisal Function
The HRM department is in charge of performance appraisals too. Employees of the organization must be evaluated on their performance to determine if they are on track to meet the organization’s objectives. Following that, the HR department will determine whether the employee needs to improve his performance and which areas he needs to improve based on the results.
6. The Compliance Function
An HR manager should be familiar with employment law and ensure that the organization complies with all laws governing employers and employees. Working hours, working conditions, minimum wage, taxation, and so on are examples of these.
The Phases of Human Resources Management
Human resource management is divided into three stages that correspond to the functions performed by the HR department. Human resource management is divided into three stages: acquisition, development, and termination. The three phases of recruitment include:
The Pre-Hiring Phase
The pre-hiring stage is essentially the recruitment stage. This is the stage at which the HR department performs its recruitment function. Essentially, the pre-hiring phase will determine which positions in the company need to be filled; it will write detailed and appealing job descriptions for those positions; it will advertise the open positions in various places, and it will then curate the candidates who express their interest to find the best one.
The Training Phase
When new employees take the job, the next phase is to prepare and help direct them for their new roles. They will be introduced to their coworkers and managers. They will be conditioned here to understand the intricacies of the particular areas in which they are associated. They will also be instructed on organizational guidelines, the standards of ethics, and external compliance programs.
The Post-Hire Phase
During this phase, the employee is settling into his new position in the company. The HR department serves as a liaison between workers and managers and an arbiter in any disputes that may arise between colleagues.
HRs would also inform the manager on how to proceed if a worker is imposed with unacceptable behavior and operate with the finance department to manage worker’s compensation and any training expenses.
Part of the Post-Hire Phase: Termination
When an employee is terminated, the human resources manager is responsible for informing them. The department is typically consulted when the employee’s performance records are required; the department also advises on the proper steps to take during the termination process.
The HR department is sometimes required to conduct termination interviews with employees before they leave to gain feedback on their experience with the company and what can be improved.