Human Resource Management ( Hrm )

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives.[1] HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding

HRM should ensure employees are focused on understanding customer needs and expectations of the organisation, if employees are aware of this, then are all aiming for the same goal and objectives of the business. This can be effective through clear communication. Understanding and communicating well with employees and managers is an important skill for HRM which, can only be leant by spending time and understanding the language of the employees and by using the language

The HR department communicate effectively with employees and keep them informed of major issues and initiatives like sharing financial salary, and performance information to develop a high-trust organization with employees. They also provide employment security for employees who perform well so that they are not downsized because of economic downturns or strategic errors by senior management. With regards to compensation and benefits the HR functions include setting compensation structures and evaluating competitive pay practices. Mayew and

| * Human resource planning is the process of anticipating future staffing needs and ensuring that a sufficient pool of talent possessing the skills and experience needed will be available to meet those needs. Because of that organization can face any future challenge about manpower. And minimizing wasting money for unexpected hiring and establishment of HRM department is other important thing of the human resource planning.

A labor relation is another human resource management function that is very important in understanding HRM. Labor relations are defined as the continuous relationship between a defined group of employees and management (Ivancevich, 2010, p.473). Mainly concerned with labor unions as they are a organization of employees that use collective action as a means to fighting for pay, benefits, and so on. There are four levels of union structure in the United States. They are: the federation of unions, intermediate, national, and local. Collective bargaining is the process where representatives meet from employers and unions in an effort to establish an agreement between the parties. Many debates, and negotiations take place during this process. When the parties come to an agreement, a formal contract will be established. Sometimes, when there is a failure to reach agreement, strikes and lockouts can take place. Unionization is not only found in the United States. It is an international function that attracts millions of employees. Labor relations and collective bargaining are important aspects to understanding human resource management and will continue to serve a strong purpose.

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

beginning of 1990s, it has been accepted that in order to improve business performance and develop

Human Resource Management (HRM) can be regards as the activities undertaken by an organization to operate its human resource. It is regarding how to manage the employees in organization. The activities of HRM covers the planning of human resource (HR), the staffing of the employee which include- the selection; recruitment; placement, training and development, the compensation and benefits strategy of the organization and the industrial relations.

Traditionally they have been in charge of recruiting and firing according to the supervisors, controlled payroll and administered benefit plans. However in recent years, the importance of HRM is being recognized with an increasing number of organizations now focused on the strategic utilization of employees. Employers are confronted with new obstacles, like trying to obtain greater profits from organizations, due to trends like globalization, indebtedness and technology. HR managers today are expected to be able to address and overcome these challenges. (Anon., n.d.)

Human resource managers are known for providing information of framework for employment decision, as well as the management actions by means of employment policies rather than trying to structure the employment system to implement/concentrate strategies. (Hendry. C, 1995:5). There are two ways in which to define HRM. One being that it is the body of management with 15 different activities which are; recruitment, selection, economic downturn, change,

Define Human Resource Management, Human Resource Planning, Compensation and benefits and their connection leading to employee’s satisfaction and meeting the organization’s business strategies.

Human Resources Management is a significant and very large area of business. It came about through the need to focus on what people were doing with their lives in the workplace that was not specifically related to actual work. In other words, there is more to the workday than the work that is being done, and people who work closely with one another can and should get along. Rules and regulations to facilitate this were needed, and had to be created on the individual company level (Society, 2012). Of course, those rules and regulations also have to mesh with the requirements of federal, state, and local laws put in place to protect workers and their employers. Additionally, workers needed a place or person to which they could go when they had questions or concerns about benefits, pay, treatment, and other issues. HR people are often certified in various disciplines (Society, 2012). They may have degrees in Human Resources, but many of them have other degrees, as well.

HRM is a process of managing people in such a way so that there is a cohesion between the management and employees. This approach focuses on the aims and outcomes of the HR function. Hence, job design, recruitment, people empowering, people development, and even making the “employment relationship/association” satisfying for both the management and employees are all part of the HR function in an organization. (www.managementstudyguide.com/human-resource-management.htm) The HR practices may be influenced on the basis of the internal factor like organization’s culture or externally due to the country’s culture, economic, political, social and technological factors. Thus, the HRM differ from country to country. For example, let’s take recruitment. In the US, while recruiting they look for candidates with widespread experience whereas, at the same time in Japan loyalty is valued more than experience in various organizations.