Managing employees in a way that helps a firm obtain a competitive edge are referred to as strategic human resource management (HRM, or HR). An organization wants to increase employee performance to meet its long-term strategic goals. The management of personnel is a significant element of human resource management. HR departments are responsible for designing and maintaining employee benefits systems, recruiting new workers, and training existing employees. HR is also concerned with organizational reform and labor relations or balancing corporate practices with those mandated by collective bargaining and government regulation.
Recruitment, selection, employment, and deployment of an organization’s staff are all facets of human resource management (HRM). There is a tendency to swap the terms “human resources” and “human resources management” (HR). Many of the rules that govern employees and the company’s dealings with them are developed, implemented, and administered by HR. It was not until the 1960s that the word “human resources” began to describe a company’s workforce. Management of human resources (HRM) refers to a company’s ability to use its personnel as commercial assets. Employees are often referred to as human capital in this context. While minimizing risk and increasing revenue, employees should be used to their best extent (ROI). The term human capital management (HCM), rather than HRM, has been utilized more often in modern HR systems. Human capital management (HCM) software is used by large and medium corporations and other organizations to perform a variety of HR tasks.
Management of human resources is essential.
Human resources management (HRM) strategies ensure that the organization’s goals are realized, and its culture is maintained. If done effectively, HR managers may help recruit new employees with the skills required to support the firm in achieving its goals and aid in the training and development of current employees.
When it comes to the health of a business, human resources management (HRM) is a critical component. Additionally, HR managers may keep an eye on the job market to keep the organization competitive. Employees should be compensated fairly, events should be organized, so they do not burn out, and job requirements should be adjusted to market realities, among other things.
What is Human Resource Management?
A team of HR specialists is responsible for handling HR-related responsibilities. Human resources will be a distinct department inside a firm in most circumstances. A company’s HR department may vary significantly in size, structure, and the nature of its employees’ roles. Not many small businesses employ HR generalists that can handle a wide variety of responsibilities. In more prominent companies, dedicated staff members may focus on recruiting, immigration and visa processing, talent management, compensation, and other issues. Job responsibilities may overlap, even though HR positions are unique and specialized.
Roles and Responsibilities of HR Managers
Workers are the key to a company’s success. You can run a successful business since the organization has several departments like development, customer service, marketing, and sales, to name a few. However, the duties and obligations of HR managers cannot be ignored. They aid in the administration of various divisions within the company and the enhancement of production and the retention of employees. While these aspects of the workplace have changed, HR managers’ roles and responsibilities have grown in tandem with them.
Human Resource Development Strategy
HR managers are responsible for establishing and achieving company objectives. They typically collaborate with high-ranking executives to plan, develop, and carry out their goals. HR managers can have a thorough understanding of the measures required to promote long-term success for a firm by actively participating in the planning. Employees benefit from this because human resources managers can better deploy the right personnel to the correct tasks and complete them on schedule. As part of the HR manager’s duties, they must evaluate and recognize the results of team leaders (TL) (Brannick, & Levine, 2002). As a result, TLs are better able to identify and pursue their objectives and devise strategies for doing so.
Organizational Assessment and Development
As previously stated, human resource planning entails assigning the right resources to the right tasks. HR managers are responsible for job analysis if the right person is not already on the payroll.
The following is what a job analysis entails:
Position Description
- Employee’s Position in Company
- Whom Should the Employee Be Reporting To
- The employee will need specific resources to complete the assignment successfully.
- Personal information about the position, including technical skills, employment experience, and other relevant details.
- Work schedules;
- Wages and benefits; and
- Examples of personal traits include one’s personality, values, and interests.
Human resources managers are also in charge of rotating employees through various positions according to the company’s needs and their skills.
- Job expansion refers to creating new positions by combining already existing ones.
- “Job enrichment” refers to the process of giving an employee additional duties as part of their regular work duties.
- High-performance working groups: establishing groups to carry out tasks that need outstanding performance.
Candidate Evaluation and Evaluation
The challenge of finding and hiring the right individuals is a challenging one. Modern HR managers use more than job sites to find candidates for open positions. They provide methods for strategically locating and hiring the most qualified employees to satisfy the demands of the business. To find the best employee for their company, human resources managers must follow a well-defined process that includes everything from screening candidates on job boards and social media sites like LinkedIn to conducting interviews with those candidates.
Offer letters are created, scanned, and sent to the applicant and onboarding steps when HR managers select an application. Candidates who withdraw at the last minute are nearly always persuaded to join the organization by human resources managers. To fill such positions, HR managers would have to start from scratch if they decline.
Recruiting the best people is just half of the struggle in education and training. Human resources managers must invest in employee development to maximize their return on investment.
Work experience dictates the kind of training and development new employees need. Managers may need to arrange for training programs for new employees, for example, to ensure that their work is in line with industry norms.
A few years of work experience may be enough for managers to train recruits about company rules. The quality of training is also the responsibility of HR managers. The HR manager will be held accountable if the majority of the new hires fail the exams, which indicates that either the trainer or the training program is not up to industry standards.
Create workplace rules and regulations.
HR managers must develop workplace regulations to prevent disagreements, legal difficulties and to increase employee efficiency. These regulations have been crafted to protect the rights of both employees and employers. Some aspects of the workplace remain the same no matter which company you work for, even though rules differ from one to the next.
Non-discrimination and anti-harassment policies are included in these guidelines:
- Paid vacations, sick days, and paid time off are all available. ‘
- Meal and rest breaks
- Keeping track of time
- Attendance and timeliness
When drafting workplace policies, HR managers must also conform to federal, state, and local laws. Several laws mandate that managers write down the rules of the workplace. To avoid issues in the future as an HR manager, make sure you are up to speed on local regulations.
Make sure you monitor your progress.
An essential part of HR’s job is to determine where employees may enhance their skills by reviewing performance records and setting up training sessions—93 percent of employees’ priorities professional growth. You can foster a positive work environment and improve employee loyalty by allowing your employees to develop new skills and advance their careers.
- •In addition, enhancing the abilities of your employees provides additional benefits for your business.
- First and foremost, they think they are a significant part of the company.
- Second, due to their increased work satisfaction, they will put their all into every project.
- Based on the resources available, the best way to help employees improve their performance is identified. For example, if you have a significant budget, you may pay trainers to assess and teach your staff one-on-one to help them better their work. Alternatively, you may enroll them in online courses, webinars, and conferences.
Maintaining a Positive Workplace Environment
As an HR manager, you are obligated to cultivate and maintain the company’s culture. Creating a positive initial image of the company is essential for attracting new employees. Another factor that affects how well someone does in the job they do is the environment in which they do it. To avoid a stressful work atmosphere, you must first develop a level of comfort for your employees (Singh, 2008). Open-door policies allow employees to voice their concerns without fear of retaliation. As a result, it improves staff morale and talent retention. Employees should have the opportunity to show off their non-work talents, such as singing or dancing, during work events. It enhances the company’s overall brand image and encourages a sense of hopefulness.
Disputes should be settled.
Every company employs people from a wide range of backgrounds. When two people with conflicting views get together, the likelihood of a fight goes through the roof. If there is a problem between two employees or one employee and management, the HR manager is responsible for mediating (Sanchez & Levine, 2009). Both sides need to feel heard and respected by the HR manager. Additionally, they should look into the problem’s origin, including questioning other employees. A dispute with an employee may lead to dismissal, and HR supervisors have the power to do so. On the other hand, this issue often arises as a result of harassment at work.
Ensure the health and safety of your employees
Employees are the company’s most important resource. To do their best for the company, they must be safe and healthy. Consequently, human resources managers are responsible for ensuring the health and safety of their employees. Preparation for employee health and safety varies from business to organization. It is the responsibility of HR managers to make sure that the company’s workers arrive and leave safely, for example. Employees or drivers are usually called, and the expected arrival time is compared to the actual arrival time.
HR managers are also responsible for ensuring the health and safety of their employees, which includes things like having a doctor on-site in case of an emergency, arranging for an ambulance to arrive, deciding on health benefits for workers, and setting up a sick room for employees to use if they become ill. They are also in charge of organizing fire safety seminars and ensuring the food in the canteen is safe and sanitary.
Rewards and Perks
Managers of human resources are responsible for compensating employees depending on their output and other factors, such as punctuality. When workers are rewarded for their hard work, it fosters a high performance culture among the rest of the workforce. Incentives and rewards might include anything from holiday gifts to a thank-you note to a promotion or a cash bonus. Employees may also be able to choose the kind of prize they get. Allow them to select whether or not they want a bonus, flexible working hours, or time off (Siddique, 2004). By making them feel acknowledged will increase their job pleasure and productivity. Building and managing a solid team is the responsibility of HR managers. The HR manager is responsible for human resources planning, including job analysis, hiring the right individuals, and resolving internal issues.
It is noted here that there are 15 different positions in HR. The goals of human resources management. There are four broad types of human resource management objectives:
- Societal objectives relate to its and its employees’ ethical and social expectations or concerns. Examples of legal issues include the right to equal opportunity and the right to equal remuneration for similar work.
- Actions were taken to ensure the organization’s effectiveness are known as organizational objectives. Personnel development, adequate staffing, and good employee retention are part of this strategy.
- A company’s functional objectives serve as a framework for ensuring the efficient operation of HR across the organization. All of HR’s resources must be used to an entire degree possible.
Each employee’s personal goals are supported by the resources allocated to them. Maintaining a positive work environment, including educational and career development opportunities, falls under this category.
References
Caldwell, C. (2018). Strategic Human Resource Management: Why it Matters. Strategic Human Resource Management, 1-12. https://www.researchgate.net/profile/Verl_Anderson/publication/322525501_Strategic_human_resource_management_Why_it_matters/links/5a5df0dd458515c03edfa8aa/Strategic-human-resource-management-Why-it-matters
Cascio, W. (2021). Managing human resources. McGraw-Hill US Higher Ed USE. https://pdfs.semanticscholar.org/05da/d8dc13d3b16932070ee01a6654f82540355d.pdf
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. http://www.kansaigaidai.ac.jp/asp/files/academics/course-syllabi/fall-semester-2019/BUS9F19.pdf
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