BASICS OF HUMAN RESOURCE MANAGEMENT

“Train people well enough so that they can leave. Treat them well enough so that they don’t want to.”

Sir Richard Branson

HUMAN RESOURCE MANAGEMENT

Human resource (HR) management is the process of managing people in organization in a structured and through manner. It is the process of recruiting, imparting training, appraising the performance of employees, providing benefits, solving conflicts and ensuring employees safety.

IMPORTANCE OF HUMAN RESOURCES

      HR managers manage strategies to ensure that the organization reaches its business goals, which is very essential in any organization. HR touches virtually all aspects of the employee experience, which includes Hiring, Employee productivity, conducts training and development programs and payrolls. HR also manages employee relations issues and aims to resolve them with minimal risk of the company. HR also helps to develop an engaged workforce.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

1.Job analysis and job design:

       Job analysis is the process of describing the duties, responsibilities and operations of the job. It involves describing the job requirements such as skills, qualification and work experience. The process provides information about what the job involves and what human features are essential to carry out the job. This isn’t done by the hr managers, recruiters will be incharge of this task.

2.Employee hiring and selection:

       Recruitment is one of the primary functions of human resource management. Employees are the asset to companies so it is necessary to hire potential employee. An HRM helps to source and identify the ideal candidates for interview and selection. The screened candidates are then taken through various rounds and are selected. 

3.Employee training and development:

      After selecting the most suitable and eligible candidates, the next step of HR department is to arrange for their training. The role of HR should be that the new employees acquire the company specific knowlegde and skills to perform their task efficiently.

4.Performance management:

After selected, training and motivation, the next task, a HR manager has to perform is to evaluate the personality and performance of each employee by quantitative factors (such as targets achieved). Effective performance management ensures that the output of the employees meets the goal and objectives of organization.

5.Compensation and benefits:

      Compensation and benefits represent a substantial part of total cost in most of the organizations. Also, HR can use benefits and compensation as a leverage to boost employee productivity as well as establish a good public image of the business.

6.Managerial relations:

       The employment relationship, usually has two parts: labour relations and managerial relations. Labour relations is mainly between the workforce and the company. while the managerial relations determine the amount of work that needs to be done in a given day and about giving the appropriate project to the right group of employees to ensure efficient completion of the project.

7.Labour relations:

      The HR manager is basically responsible for the control of labor (workers and employees) through human relation approaches. Employees differ in nature and therefore, it is but natural that due to any communication gap, labor relations may spoil within the organization. Therefore, the HR department should know the proper policies, rules and regulations with regard to labor relations. It not only results in industrial peace but also leads to better and higher sales targets.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

Personal objectives:

       It is to help employees in achieving their personal goals, like higher salaries, job satisfaction,motivation so that it would enhance the individual’s contribution to the company.

Functional objectives:

       It is to maintain the department’s contribution at a level appropriate to the organization needs. The department’s work should be customized to suit the business it assists

Organisational objectives:

      It is to recognize the role and importance of HRM in bringing organizational effectiveness. HRM has to prepare human resourse planning like recruitment, selection, training, performance appraisel and also contribute to organization like earn profits, growth and expansion of the company.

Societal objectives:

      HRM is socially responsible for the needs, demands, and challenges of the society. HRM should follow the rules and laws or legal restrictions imposed be the society.              

SKILLS NEEDED

Hard skills:

1. Business management skills

         One of the key hard skills any HR professional needs to be successful is business management. Business management refers to the administrative tasks required to keep a business running.

2. Finance skills

         When people think of human resources skills, finance isn’t one that usually comes to mind. But financial skills are vital for anyone who is looking to explore a career in payroll and benefits administration.

3. Legal knowledge

          As employment law continues to change at both the state and local level, it’s important to stay current with how the law is changing.

SOFT SKILLS:

1. Communication

        HR is a people-focused function. Concerned with the management of an organisation’s workforce, HR professionals have to be expert communicators. As HR professionals are drawn upon to resolve conflict and uphold company standards, they need to be able to communicate clearly and effectively with their colleagues.

2. Time management

          Time management plays heavily into the organisational skills required of HR professionals. Many HR tasks are time-sensitive meaning that time management is incredibly important when it comes to meeting deadlines.

3. Problem Solving

HR professionals are likely to encounter many difficult situations during their career, therefore, it’s handy to be a good problem solver to deal with these as they arise.

CONCLUSION

    Human resource management is a key technique of managing the behaviours of organization employees, their training and development to enhance their skills and make them able to adapt to the working environment and to help in increasing their productivity.

      An HR in an organization can boost its business and also helps the organization to build a better and competetive structure which enables it to make and implement is strategies to have best possible benefits.