HUMAN RESOURCE MANAGEMENT

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We often hear the term Human Resource Management,?(HRM)

Employee Relations?and Personnel Management used in any industry or in the Cooperate world. Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices but that is not how it actually works there are lot of incumbencies that an HR has to undergo, I believe HR is the one who bridges the gap between the Employer and the Employee.

IN this article I will make you familiar about what HRM IS?

As outlined above, the process of defining HRM leads us to two different definitions.?

The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner.?

The second definition of HRM encompasses the management of people in organizations from a macro perspective?i.e. managing people in the form of a collective relationship between management and employees

Whatever the definition we use the answer to the question as to “what is HRM?” is that it is all about people in organizations. No wonder that some MNC’s (Multinationals) call the HR managers as People Managers or People Enablers. In the 21st century organizations, the HR manager or the people manager is no longer seen as someone who takes care of the activities described in the traditional way. In fact, most organizations have different departments dealing with Staffing, Payroll, and Retention etc. Instead, the HR manager is responsible for managing employee expectations vis-à-vis the management objectives and reconciling both to ensure employee fulfilment and realization of management objectives.

Now the question arises how can an HR make a positive contribution to the organization and add value to the process?

?First, the HR has to juggle between hiring, firing, training, appraisals, inductions, Drives and payroll and what not!!!!!

This means that a typical function of the HR would encompass the end-to-end management of the employee, which in return means that the HR has to take care of everything that is concerned with the people aspect right from the time the employee enters into the organization till the time the employee quits or retires from the organization.

If we take each of these activities in turn, we find that hiring is done in conjunction with the Top managers who put out their requirements periodically on the kind of Recruits they want? & the number of Recruits they want? Once the request reaches the HR Department, The first and the foremost thing that a HR has to do is to scour the market for potential recruits and shortlist the most competent candidates for the Interview. Then comes the interview stage where in we have to check whether the candidate is fulfilling the criteria, we have to check whether he has the required skill set that we are looking for! The last and the most important task of an HR is to fix??the salary and benefits that a candidate is going to avail once he joins the organization This is usually the time when the HR Manager plays a critical role as he or she has to determine the fit between the role and the candidate and decide on the quantum of salary and benefits that is appropriate to the role and after examining the budgets for the same.

In addition to this I personally believe that an HR should possesses great listening skills as he/she has to address the various grievances from the employees, be it related to their pay hikes or the quantum of benefits. Being an HR, you have to try to resolve all these grievances by your end. So that the employees will be satisfied and in return we will be able to achieve both the organizational as well as individual goal efficiently and effectively. Thus, The HR have a tough time in convincing the employees that the organization means well for them and that they ought to look on the bright side of things instead of complaining and being bitter about issues and grievances all the time. This is where the HR skills and personality come into the picture as the ability to persuade, enlighten, and if necessary, wield the stick play a crucial role in people management.

The last activity that an HR has to perform is the Exit interviews,when an employee leaves the organizations. This is usually done on the last day of the employee’s stay in the organization and this process consist of a free and frank discussion on what the employee feels about the organization and why he or she is leaving the organization. The main objective behind Exit interview is to conduct the SWOT Analysis, where in we will be able to know the Strengths, Weaknesses, Opportunities and the Threats of our respective organization.

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P.S - HR CHARACTER NOWADAYS!!!

REGARDS,

HUZAIFA KHAN

Sr. HUMAN RESOURCE

SERV STAFFING INDIA PVT LTD