Human resource management (HRM) involves recruiting, hiring, deploying, and managing an organization's employees. Key aspects of HRM include human resource planning to ensure the right number and types of employees, job analysis and descriptions, recruitment and selection processes, orientation for new employees, training and development programs, performance management, and compensation and benefits systems. An effective HRM strategy helps organizations attract and retain high-performing employees and impacts overall strategic performance.
Human resource management (HRM) involves recruiting, hiring, deploying, and managing an organization's employees. Key aspects of HRM include human resource planning to ensure the right number and types of employees, job analysis and descriptions, recruitment and selection processes, orientation for new employees, training and development programs, performance management, and compensation and benefits systems. An effective HRM strategy helps organizations attract and retain high-performing employees and impacts overall strategic performance.
Human resource management (HRM) involves recruiting, hiring, deploying, and managing an organization's employees. Key aspects of HRM include human resource planning to ensure the right number and types of employees, job analysis and descriptions, recruitment and selection processes, orientation for new employees, training and development programs, performance management, and compensation and benefits systems. An effective HRM strategy helps organizations attract and retain high-performing employees and impacts overall strategic performance.
Human resource management (HRM) involves recruiting, hiring, deploying, and managing an organization's employees. Key aspects of HRM include human resource planning to ensure the right number and types of employees, job analysis and descriptions, recruitment and selection processes, orientation for new employees, training and development programs, performance management, and compensation and benefits systems. An effective HRM strategy helps organizations attract and retain high-performing employees and impacts overall strategic performance.
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Human Resource Management
Q- What is HRM? Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often referred to simply as human resources (HR).
Current Assessment: Human resource planning is the process by which managers ensure that they have the right number and kinds of capable people in the right places and at the right times. An important part of a current assessment is job analysis, an assessment that defines a job and the behaviors necessary to perform it.
• Job Description A written statement describing a job—typically job content, environment, and conditions of employment
• Job Specification A written statement of the minimum qualifications that a person must possess to perform a given job successfully. It identifies the knowledge, skills, and attitudes needed to do the job effectively.
Recruitment and Decruitment
• Recruitment The process of locating, identifying, and attracting capable applicants to an organization Some organizations have interesting approaches to finding employees
• Decruitment The process of reducing a surplus of employees in the workforce of an organization i.e. Firing, layoffs, transfers etc.
• E-recruiting Recruitment of employees through the Internet Organizational web sites Online recruiters Although online recruiting is popular and allows organizations to identify applicants cheaply and quickly, applicant quality may not be as good as other sources. Research has found that employee referrals generally produce the best candidates. Why? Because current employees know both the job and the person being recommended, they tend to refer applicants who are well qualified. Also, current employees often feel their reputation is at stake and refer others only when they’re confident that the person will not make them look bad
Selection Selection Process The process of screening job applicants to ensure that who is best qualified and the most appropriate one for the job. What is Selection? Selection involves predicting which applicants will be successful if hired. For example, in hiring for a sales position, the selection process should predict which applicants will generate a high volume of sales. A decision is correct when the applicant was predicted to be successful and proved to be successful on the job, or when the applicant was predicted to be unsuccessful and was not hired. In the first instance, we have successfully accepted; in the second, we have successfully rejected. Selection errors: • Reject errors for potentially successful applicants When errors are made in rejecting candidates who would have performed successfully on the job (reject errors) • Accept errors for ultimately poor performers Accepting those who ultimately perform poorly (accept errors).
Orientation A person starting a new job needs the introduction to his or her job and the organization.
Work-unit orientation Familiarizes new employee with work-unit goals Clarifies how his or her job contributes to unit goals Introduces he or she to his or her coworkers
Organization orientation Informs new employee about the organization’s objectives, history, philosophy, procedures, and rules. Includes a tour of the entire facility
Training and Development:
• Training is the act of learning basic skills and knowledge necessary for a particular job or a group of jobs. Development, on the other hand, means growth of the individual in all respects. An organization works for the development of its executives in order to enable them to gain advanced knowledge and competence. • The term ‘training’ is used in the context of imparting skills to workers. But the term development is used in the context of management development. • Training programs are directed towards maintaining and improving current job performance, while development programs seek to develop skills and competence for future jobs.
Employee Performance Management
Performance Management System • A process of establishing performance standards that are used to evaluate employee performance and appraising employee performance in order to arrive at objective HR decisions and to provide documentation in support of those decisions.
Compensation and Benefits
Benefits of a Fair, Effective, and Appropriate Compensation System • Helps attract and retain high-performance employees • Impacts on the strategic performance of the firm
Types of Compensation • Base wage or salary • Wage and salary add-ons • Incentive payments • Skill-based pay • Variable pay
