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MAJOR PURPOSES OF HUMAN RESOURCE MANAGEMENT

In Partial fulfillment of the Requirements for the subject:

Human Resource Management
BSBA - FM1A

MEMBERS:
Andrea Desacada
Kloe C. Dizon
Hannah Elysse M. Galvez
John Louie Garcia
Prince Riztdale Garcia
Alliah Mae Machete
Mikka Angela B. Manong
Avegail Navarro
Andrea Cielo M. Ocampo
Rheylne R. Pagulayan
Normilyn F. Sapalon
Juliana C. Ulega
Roselle Anne R. Villanueva

March 2024

Submitted to: Ma’am Aileen Cervantes

 MAJOR PURPOSES OF HUMAN RESOURCE MANAGEMENT

What is Human Resource Management?

Human resource management is organizing, coordinating, and managing

employees within an organization to accomplish its mission, vision, and goals. This
includes recruiting, hiring, training, compensating, retaining, and motivating
employees. HRM's primary goals are to empower workers to be productive and do
their jobs successfully, as well as to develop personnel policies that complement
corporate goals, assisting staff members, and guaranteeing a pleasant work
environment is known as Human Resource Management.

The major purposes of Human Resource Management:

Recruitment and Selection

To find and attract competent people to fill open positions in an organization,

recruitment, and selection are crucial components of human resource management.

Training and Development

Enhancing employees’ knowledge, abilities, and skills to increase their

performance and productivity is a crucial part of human resource management.
Setting clear expectations for employees, assessing their performance, giving them
feedback, and dealing with performance difficulties are all important aspects of
human resource management.

Compensation and Benefits

Creating and implementing salary and benefit plans to recruit and keep
exceptional employees is a critical component of human resource management.
Employee Relations

Human resource management’s crucial employee relations role focuses on

managing, analyzing current workforce capabilities and enhancing connections
between workers and employers.

Diversity and Inclusion

Promoting a diverse workforce and fostering an inclusive environment where

employees from all backgrounds feel valued and respected.

Talent Management

Identifying high-potential employees and creating strategies to retain key

talent within the organization.

Organizational Development

Facilitating change initiatives, fostering innovation, and enhancing

organizational effectiveness through HR strategies and interventions.

Workforce Planning

Forecasting future staffing needs, analyzing current workforce capabilities,

and developing strategies to address gaps or surpluses in talent. Workforce planning
must look to the next two years, acknowledge workforce gaps, and implement those fixes.

Health and Safety

Ensuring workplace safety standards are met, implementing health and

wellness programs, and providing support for employees' physical and mental well-
being.

Knowledge Management

Facilitating the sharing of knowledge and best practices among employees to

enhance organizational learning and performance.
Employer Branding

Managing the organization's reputation as an employer of choice and

attracting top talent through branding and marketing initiatives, as well as shaping
how applicants view their company.

Compliance with Employment Laws

Ensuring the organization's policies and practices align with legal

requirements and industry standards.