Introduction to Human Resource Management (HRM)

Module 1.

·nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; Overview

Human resource management (HRM) involves employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.

As a field, HRM has undergone many changes over the last twenty years, giving it an even more significant role in today’s organisations. In the past, HRM meant processing payroll, sending birthday gifts to employees, arranging company outings, and making sure forms were filled out correctly—in other words, more of an administrative role rather than a strategic role crucial to the success of the organisation.

Although Human Resources managers often work with people first and foremost, they must also have the goals of the whole organisation in mind when making decisions. Nowadays, HR professionals are ever-increasingly required to understand how to strategically align the objectives of the HR function with an organisation’s envisioned future direction.

Keep in mind that many functions of HRM are also tasks other department managers perform, which makes this information important, despite the career path taken. Most experts agree on eight prime roles that HRM plays in organisations, which are as follows:

1.????? Staffing

a.????? Staffing encompasses the whole employment process, from job advertisement to salary negotiation. Within the staffing function, there are four main steps:

1.?Development of a staffing plan 2.?Development of policies to encourage multiculturalism at work 3.?Recruitment. It involves finding people to fill the open positions 4.?Selection

2. Development of Workplace Policies

HRM, management, and executives are all involved in the policy development procedure. For example, the HRM professional will likely recognise the change or need for a policy, seek opinions on the policy, write the policy, and then communicate that policy to employees. Some examples of workplace policies might include the following:

Discipline process policy Vacation time policy

Dress code

Ethics policy

Internet usage policy

3.Compensation & Benefits Administration

Human resource managers must ensure that remuneration is fair, fulfils industry standards, and is competitive enough to lure employees to work for the organisation. Compensation includes anything the employee receives for their work. Examples of employee compensation include the following:

- Health benefits

- Pay

- Pension plans

- Stock purchase plans - Annual Leave allowance - Sick leave

- Bonuses

- Tuition reimbursement

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4. Employee Retention & Motivation

HRM professionals are involved in the retention and motivation of employees and thus must understand the drivers of voluntary employee turnover. Although compensation is an important factor in employee retention, 90% of employees leave a company for the following reasons:

- The job they are performing

-?Challenges with their manager

- Poor fit with organisational culture

- Poor workplace environment

5. Training & Development

We made an effort to find new personnel, and now we want to ensure that they are not only trained to do the job but also continue to grow and develop new abilities. Examples of training programs may include the following:

- Job skills training, such as how to run a particular computer program - Training in communication - Team-building activities - Policy and legal training, such as sexual harassment training and ethics training

6. Dealing with Laws Affecting Employment

Human resource people must be aware of all the laws that affect the workplace. An HRM professional?might work with some of these laws:

- Discrimination laws - Health-care requirements - Compensation requirements such as the minimum wage - Worker safety laws - Labour laws

7. Employee Health & Safety

Safety is an essential consideration in all organisations. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards. Worker protection issues might include the following:

- Physical, biological or chemical hazards

- Heating and ventilation requirements

- Protection of private employee information

8. Awareness of External Factors

The HR manager must take into account external variables that may have an impact on the organisation in addition to controlling internal factors. Outside forces, or external factors, are those things the company has no direct control over; however, there may be things that could positively or negatively impact human resources. The growing trends toward flexible schedules and telecommuting are examples of external aspects.

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