What is Human Resource Management (HRM)?

Human resource management refers to the process of hiring, deploying, training & managing
employees of an organization.
Why HRM is essential to all managers.
Human resource management is an important aspect to all managers because they at some point
will have to perform some HRM tasks which may include; retention, compensation & motivation
of employees.
Functions of HRM.
Staffing- refers to being involved in the Selection & recruitment of employees.
Development of Workplace Policies- refers to being involved in writing or amendment of
policies and frameworks relevant to the organization. Examples of policies include a dress code
policy, Ethics Policy, Internet usage policy, etc.
Compensation and benefits administration employees are paid salaries inclusive of bonuses and
allowances applicable. Administering vacations and leaves falls under this.
Training and development of employees to ensure they continue to grow and gain new skills.
Dealing with laws affecting employment.
Communication- Effectively communicate relevant company policies, procedures, rules, and
regulations to employees.
Effectively manage change to external factors that may affect employees within the organization.
Why HRM is a challenging job?
HRM is a challenging job because managing various people with different personalities, needs,
and expectations requires strong interpersonal skills and emotional intelligence.
Additionally, HR managers have to balance a complicated set of issues related to different
geographies, cultures, employment laws, and business practices.
Differentiate Strategic workforce Planning & talent management.
Strategic workforce planning sets HR up to identify talent needs associated with the
organization’s future goals and establish a strategy to ensure the organization has the right mix of
talent, technologies, and employment models to reach these goals.
Various uses of Job analysis.
1. Recruitment and Selection: Job Analysis helps in determining what kind of person is required
to perform a particular job
2. Performance Analysis: Job analysis is done to check if the goals and objectives of a particular
job are met or not. It helps in deciding the performance standards, evaluation criteria, and
individual output. On this basis, the overall performance of an employee is measured and he or
she is appraised accordingly.
3. Training and Development: Job Analysis can be used to assess the training and development
needs of employees.
4. Compensation Management: Of course, job analysis plays a vital role in deciding the pay
packages extra rewards and benefits, and fixed and variable incentives for employees. Pay
packages depend on the position, job title, and duties and responsibilities involved in a job.
5. Job Designing and Redesigning: Job analysis helps in designing, redesigning, enriching,
evaluating, cutting back, and adding extra responsibilities to a particular job.
How can one assess the effectiveness of different methods for collecting job analysis
information?
Direct observation; Observing employees directly as they perform their duties will certainly help
a HR manager with information as they will record completed and uncompleted tasks, ways and
skills used by to perform various duties, and mental or emotional ability to handle challenges and
risks.
Conducting interviews; Interviewing employees will bring out working styles, problems faced by
them, use of particular skills and techniques while performing their job, and insecurities and
fears about their careers.
Having questionnaires, Forms can be issued to employees their supervisors, and management to
gauge the effectiveness of job analysis information.
What is the difference between job design and organizational structure?
Job design refers to a systematic approach to creating jobs that are both motivating for
employees and add value to the organization whereas organizational structure refers to the
systematic arrangement of human resources to achieve the business objectives of an
organization. It outlines the roles and responsibilities of every member of the organization so that
work and information flow seamlessly.
Importance of human resources planning to develop a proactive strategic plan for
managing the workforce.
When a human resource becomes proactive in developing a strategic plan to manage the
workforce, the organization benefits by having the employees with better performance as they
will work towards the organization’s goals. Additionally, it can help companies save costs by
minimizing attrition and increasing productivity.
REFERENCES.
Cappelli, P., “HR Implications of Healthcare Reform,” Human Resource Executive Online,
March 29, 2010, accessed August 18, 2011, http://www.hreonline.com/HRE/story.jsp?
storyId=379096509.
Frasch, K. B., David Shadovitz, and Jared Shelly, “There’s No Whining in HR,” Human
Resource Executive Online, June 30, 2009, accessed September 24, 2010,
http://www.hreonline.com/HRE/story.jsp?storyId=227738167.
Rivenbark, L., “The 7 Hidden Reasons Why Employees Leave,” HR Magazine, May 2005,
accessed October 10, 2010, http://findarticles.com/p/articles/mi_m3495/is_5_50/ai_n13721406.