HRM & Its Processes

HUMAN RESOURCE
MANAGEMENT
WHAT IS HRM?
Human Resource Management (HRM) is the term used to
describe formal systems devised for the management of
people within an organization. The responsibilities of a
human resource manager fall into three major areas:
staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is
to maximize the productivity of an organization by
optimizing the effectiveness of its employees.
THE HUMAN RESOURCE MANAGEMENT PROCESS
Why is HRM important ?
Effective human resource management (HRM) ensures that
organizations can operate efficiently and that employees are
able to work in a safe environment. According to the Human
Resource Excellence website, HRM is important because it is
used to recruit people, train them, implement performance
appraisals, ensure workplace safety and motivate
employees as well as workplace communication.
EXTERNAL FACTORS THAT AFFECT THE HRM PROCESS
1/ Government Regulations
2/ Economic Conditions
3/ Technological Advancements
4/ Workforce Demographics
1/ GOVERNMENT REGULATIONS
With the introduction of new workplace compliance
standards your human resources department is constantly
under pressure to stay within the law. These types of
regulations influence every process of the HR department,
including hiring, training, compensation, termination, and
much more. Without adhering to such regulations a
company can be fined extensively which if it was bad
enough could cause the company to shut down.
2/ ECONOMIC CONDITIONS
One of the biggest external influences is the shape of the
current economy. Not only does it affect the talent pool, but
it might affect your ability to hire anyone at all. One of the
biggest ways to prepare against economic conditions is to
not only know what’s happening in the world around you,
but also create a plan for when there is an economic
downturn. All companies can make due in a bad economy if
they have a rainy day fund or plan to combat the harsh
environment.
3/ TECHNOLOGICAL ADVANCEMENTS
This is considered an external influence because when new
technologies are introduced the HR department can start
looking at how to downsize and look for ways to save money.
A job that used to take 2-4 people could be cut to one done
by a single person. Technology is revolutionizing the way we
do business and not just from a consumer standpoint, but
from an internal cost-savings way.
4/ WORKFORCE DEMOGRAPHICS
As an older generation retires and a new generation enters
the workforce the human resources department must look
for ways to attract this new set of candidates. They must
hire in a different way and offer different types of
compensation packages that work for this younger
generation. At the same time, they must offer a work
environment contusive to how this generation works.
5 MAJOR FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
1/ Recruitment and selection
2/ Orientation
3/ Maintaining good working conditions
4/ Managing employee relations
5/ Training and development
1/ RECRUITMENT AND SELECTION
Recruitment is the process of captivating, screening, and
selecting potential and qualified candidates based on
objective criteria for a particular job. The goal of this process
is to attract the qualified applicants and to encourage the
unqualified applicants to opt themselves out.
2/ ORIENTATION
Giving intensive orientation to the employee is one of the
major functions of human resource management. The
program should help the employee to know his assigned
duties and his exact job description, job role, and the
relationship of position to other positions in the organization.
It gives clarification to the employee to take an active role in
the organization.
3/ MAINTAINING GOOD WORKING
CONDITIONS
It is the responsibility of the human resource management
to provide good working conditions to the employee so that
they may like the workplace and the work environment. It is
the fundamental duty of the HR department to motivate the
employees. The study has been found that employees don’t
contribute to the goals of the organization as much as they
can. This is because of the lack of motivation.
4/ MANAGING EMPLOYEE RELATIONS
Employees are the pillars of any organization. Employee

relationship is a very broad concept and it is one of the
crucial functions of human resource management. It also
helps to foster good employee relations. They have the
ability to influence behaviours and work outputs.
5/ TRAINING AND DEVELOPMENT
Training and development are the indispensable functions of
human resource management. It is the attempt to improve
the current or future performance of an employee by
increasing the ability of an employee through educating and
increasing one’s skills or knowledge in the particular subject.
TRADITIONAL TRAINING METHODS
1/ On-The-Job
2/ Job Rotation
3/ Mentoring
4/ Experiential Exercises
5/ Classroom Lectures
6/ Technology-Based Training Methods
ON-THE-JOB
Employees learn how to do task simply by performing them,
usually after an initial introduction to the task.
JOB ROTATION
Employees work at different jobs in particular area, getting

exposure to a variety of task.
MENTORING
Employees work with an experienced worker who provides

information, support and encouragement; but is not
performing the job with the employee as in on-the-
job training
EXPERIENTIAL EXERCISES
Employees participate in role playing, simulations or other

face-to-face types of training.
CLASSROOM LECTURES
Employees attend lectures which are designed to convey

specific information, related to their job.
TECHNOLOGY-BASED TRAINING
METHODS
Videoconferences: - Employees listen to or participate as information is conveyed

or techniques demonstrated.
E-learning: - Internet-based learning where employees participate in multimedia

simulations or other interactive modules.
CONCLUSION
Human Resource Management should be seen as a strategic
function of an organisation. It helps to build a competitive
edge for an organisation by positively engaging its employees.
Key ingredients of effective Human Resource Management are
having in place an appropriate leadership style and effective
two-way communications with employees. This creates an
open and honest environment where employees feel that their
ideas are being listened to and that they can make a
contribution to decision making. Engaged employees are more
likely to be proud to work for their organisation and therefore
will believe in and live out the values of the organisation.
Thank
You

HRM & Its Processes

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HUMAN RESOURCE

Employees are the pillars of any organization. Employee

Employees work at different jobs in particular area, getting

Employees work with an experienced worker who provides

Employees participate in role playing, simulations or other

Employees attend lectures which are designed to convey

Videoconferences: - Employees listen to or participate as information is conveyed

E-learning: - Internet-based learning where employees participate in multimedia

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