Human resources management

        What is human resources management (HRM)?

    Human resources management improves training, retention rates, and employee experience.

"The process of acquiring, training, appraising, and compensating employees, and of attending to their labour relations, health and safety, and fairness concerns" (Dessler, 2020).

"A managerial perspective which argues the need to establish an integrated series of personnel policies to support organisational strategy" (Buchanan & Huczynski, 2004, p. 679).

Source: simplehrlms

Human resources management: definition and history

            No matter the business, no matter the industry, employees are crucial to an organization’s success. However, this wasn’t always well understood. In the 18th century during Europe’s industrial revolution, industry leaders Robert Owen and Charles Babbage began to make note of the connection between employee well-being and improved business growth. They concluded that without happy, healthy employees, organizations simply could not endure.

            Modern views on employee experience and satisfaction have come a long way, but they all relate back to those early ideals championed by Owen and Babbage: If you improve the employee experience, you improve your business.

            Human resources management (HRM) is a strategic approach to maximizing employee performance and employee experience by focusing on effective staffing, onboarding, deploying, and overseeing the workers within an organization.

            HRM is often referred to simply as HR (human resources), which also lends its abbreviation to the department within a company which is generally responsible for managing employee policies.

Source: itsallaboutpeople

Why is human resources management important?

Although using the term ‘resource’ to describe human employees may strike some as dehumanizing, the reality is that employees are company resources—the most valuable and vital resources a company can have. HRM exists to help organizations more effectively manage their employee resources, resulting in several key benefits.

The following are some of the advantages of implementing a working HRM strategy:

• Better training and faster onboarding
  Hiring, training, and outfitting a new employee is an investment, one that they won’t be able to start paying back until they get up to speed on the job. Human resources management improves and streamlines the training process so that new employees can quickly learn the skills and policies they need to begin producing.

• Increased employee adaptability
  In an effective HRM strategy, the training doesn’t cease with the onboarding process. Human resources management facilitates ongoing personal and professional development so that employees can adapt to changes and growth within the company.

• More accurate recognition of employee merit
  HRM can be implemented in performing regular employee performance appraisals. This allows businesses to identify exceptional work, and honour the best employees with bonuses, privileges, and other rewards.

• Improved conflict resolution
  When conflicts arise between individuals or parties within a company, human resources management can help provide a mediating influence. Impartial consultants and other resources help ensure that conflicts are resolved quickly, without disrupting the work.

• Increased productivity
  An increased focus not only on providing the right training and tools but also on improving the employee experience creates a work environment in which employees can thrive. This means fewer hurdles standing in the way of productivity, for reduced costs and increased output.

• Better employee quality of life
  A positive employee experience is something that contributes to all of the other benefits on this list—as well as certain benefits not addressed here. Employees who have a clear understanding of their value and a positive perception of their work life and their relationship with management are happier. And happier employees create a more effective organization.

Source: blog.upes.ac

Responsibilities of human resources management

Human resources management extends to influence many internal aspects of the business. From staffing and retention, through establishing workplace policies, to regulatory compliance. In fact, any department that includes or interacts with employees will naturally be included in HRM. 

That said, human resource management can usually be divided into three specific categories of responsibility: employee, workplace, and legal.

                                                

Source: servicenow

Conclusion

Human resource management refers to the process of recruiting and developing a company’s workforce. It is concerned with identifying talent gaps in a company, advertising for positions, evaluating potential candidates, and hiring top talent. Human resource management also oversees orientation programs to introduce new employees to the company’s goals, objectives, and policies. Overall, human resource management guarantees the smooth running of employees within a company.

Reference

Buchanan, D. A., & Huczynski, A. A. (2004). Organizational behaviour (5th ed.). FT/Prentice Hall.

Dessler, G. (2020). Human resource management (16th ed.). Pearson Education Limited.

Bibliography

Links, R. (2022) What is Human Resources Management (HRM)?, ServiceNow. Available at: https://www.servicenow.com/products/hr-service-delivery/what-is-hr-management.html (Accessed: March 11, 2023). 

The strategic human resource management guide (2022) Personio. The People Operating System. Available at: https://www.personio.com/hr-lexicon/strategic-human-resource-management/ (Accessed: March 11, 2023).