Human Resource Management
HRM is the strategic approach to nurturing and supporting employees and ensuring a positive
workplace environment. Its functions vary across different businesses and industries but typically
include recruitment.
Key specialist areas of HRM
A Human resource manager must understand the functional areas of their department so they can
assist employees as needed. Some of them are:
1) Recruiting and staffing employees
Hiring employees is usually the job of the hiring manager, but the human
resource department usually sorts through job applications to find
suitable candidates for the hiring manager.
2) Employee benefits
Employee benefits include health insurance, flexible spending accounts
and any other benefits an employer offers. A good benefit package will
attract and retain talent. A human resource manager has to know the
different types of employee benefits program so as to attract new
employees.
3) Employee relations
Employee relations refers to an organisations effort to create and
maintain a positive relationship with its employees. A HR manager helps
and prevents and resolves problems of disputes between employees and
management.
4) Employee training and development
HR managers generate professional development programs to help
employees succeed in their respective line of work. They will monitor
their performance, managers feedback and the result to see if more
training is required.
Roles and responsibilities of HR
1) HR advisor
A HR advisor is a trusted source of information for both employees and managers. They are
often the line of contact between the staff and the HR team and are often relied upon as an
intermediary between the HR and other departments.
2) People data analyst
The HR analyst will collect, compile and analyse data and statistics and will apply this data
to make recommendations related to recruitment, retention and legal compliance.
3) Recruitment
The process of attracting, screening and selecting qualified people for a job of an
organization or firm. This process is important so that the organisation could hire the right
and perfect person for the particular post.
4) Strategic workforce planning
This is the business process for ensuring that an organization has suitable access to talent
includes considering all potential access source.
5) Human resource department of an organisation mainly holds the responsibilities of the
employment and employee flows of an organisation. When an organisation exceeded it
limits of employment or facing any falling of the organisation of the human resource
department be responsible.