Human resource management is a broad term that covers many aspects of the staff role. In this discussion, the focus is on three main aspects that constitute human resource management.
- administration staff
- human resources development
- industrial relationships
Administration staff:
Employment and compensation are primarily dealt with in personnel administration. Although business companies in the corporate environment are constantly in need of manpower, finding the right person for the right job is always a challenging task for them. From job analysis to HR planning, hiring, selection, placement, induction and orientation, it is the responsibility of the HR department to define and develop these operational functions. The mere acquisition and absorption of human resources is not enough, organizations have to take a step forward by empowering their employees through competent training, motivation and improvement of their social relationships.
A job evaluation must be carried out to set a remuneration that includes the administration of wages and salaries, incentives, bonuses, social benefits and social security measures. The changing business environment and customer requirements are the driving forces that keep organizations going and drive them to restructure and redesign their organizational functions. These moves can be seen as strategic responses that reflect all spheres of an organization, namely product, marketing, manufacturing, etc., where people are the center of attention and attraction.
Human resources development:
This is easier said than done. Companies are trying to evolve and employ various training methodologies to improve performance levels to desired standards. Performance cannot be achieved through coercion or bureaucracy, as the workforce is protected by numerous enactments of labor laws enforced by various governments. Training and development is a separate entity in itself and is an ongoing process that aims at the development of the organization as a whole and also facilitates the career planning and development of employees.
Industrial relationships:
The following factors must be carefully examined by management in order to maintain good personal relationships with employees.
- Motivation
- Moral
- Work satisfaction
- Communication
- Handling complaints
- disciplinary procedure
- Quality of work life
- participation of the workers
All said and done, the health of the organization can be measured by checking the effectiveness of human resource management through things like human resource auditing and research that helps companies analyze and understand how efficient they are at the use of human resources for the benefit of their organization. The experience of an HR manager comes in handy in situations like these, where she has to play different roles to fit the occasion.
- Personnel Role Advisor to Senior Management, Policy Maker, Employee Advisor, Company Spokesperson, Change Analyst, Liaison
- Wellness Role Researcher, Caterer, Motivator
- Administrative functions time keeping, wage and salary administration, record keeping, human engineering
- Legal Firefighting Role: Negotiator, Problem Solver, Peacemaker, Problem Solver, Complaint Handling.
Management employs scientific, analytical, psychological, and social techniques to build the business around human resources, which are the true value additions to companies.
