HRM
Human Resource Management

Human Resource Management

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We will discuss Human resource management, then job description, job specification, recruitment, training & development, performance appraisal, and reward.

Whereas you have heard every day about the above topics, even we will discuss the subjects.

Human Resource Management

HRM is although a vital part of the organization, whereas it plays an essential role in organizational success.

First to understand the key terms, Human, Resource, and Management

Human (Homo-sapiens, Social Animal)

Resources (Human, Physical, Financial, Technical)

Management (Planning, Organizing, Leading and Controlling)

 

Whereas HRM is a strategic approach to control the organization employees, so it’s a problem to manage humans.

Organizations have three components, such as People, Purpose, and Structure, whereas HRM helps organizations to gain their competitive advantage.

Human resource management concern with people of the organization, whereas it makes policies for the benefits of people.

The HR focuses on employees’ benefits such as recruitment, performance appraisal, and job analysis.

It works for employee safety, welfare such as the relationship of employees Union with organization.

HR also plays a role as a bridge between employer and employees, such as employee bonus issues, Union strikes.

Although human resource management makes policies to achieve organizational goals such as efficiently and effectively.

Since the HRM department have to perform the following management functions.

  • Staffing
  • Human Resource Development
  • Compensation and benefits
  • Safety and health
  • Employee and labor relations
  • Records maintaining

 Human Resource Management Job Analysis

Though Job analysis is the process of collecting information and analyzing information about the jobs,
Therefore it is a procedure of gathering information about jobs requirement such as skill, person.

Job-Analysis
Job-Analysis

Job analysis describes the duties, location, environment, and conditions, whereas candidates will understand the terms and conditions.
We will discuss further details of job descriptions and job specifications.

It is a detailed examination of jobs such as tasks, duties, and responsibilities necessary to do a job.

Let’s discuss task, duty, position, and responsibilities

Task

The task is a piece of work, and it is usually a part of a large project.

Duty

Duty is a large segment that consists of several tasks.

Position

A person performs one or more duties in an organization. There are many positions in an organization.

Responsibilities

Employees are responsible for performing different tasks and duties, in other words, it’s an obligation.

HR Job Description

Even job description is an essential part of the job application process.
The employer must provide full information for the job description.

Because this information helps applicants, so they should apply for the job or should not.

More details on Job Description

 Job description is essential information related to a job, which employers advertise to attract applicants who want to apply for it.

It provides information such as the title of the job, location, responsibilities, skills, working conditions, job summary, and nature.

Job description helps in recruiting a staff such as what kind of candidate the organization is looking for.

It helps employees who understand job terms and conditions such as which authorities the employee will report to?

From the human resource management perspective, the job description is vital to ensure that the right candidate for the right job is selected.

Here’s job description information

  • The job title, location, duties, and summary
  • The working conditions, what machines will be used, environment, and hazards
  • About the employee, who hired, will report to whom

Another important topic is;

Human Resource Management Job specification

Job specification provides such as knowledge, skills, and abilities which are required to perform a job in an organization.

Although it also covers aspects such as education, work experience, managerial experience, and personality traits.

There are four components of job specification

Educational Qualification:

Though every job needs a specific qualification such as graduation, master’s degree, and other certification, etc.

Such as it depends on the job requirement that which degree required for it.

Experience: 

It is an essential requirement of a job specification, although every employer demands for experienced candidates.

Because experience could be work experience from a specific industry, position, therefore, it may be a managerial experience to manage teams or groups.

Skills & Knowledge:

Rather skills & knowledge depend on job position if it is a higher position, then it requires more skills & knowledge.

Even the higher position need to skills & knowledge such as leadership skills, communication skills, time management, and team management

Personality traits and characteristics:

Although It is the emotional intelligence of a person such as a person behaves in a particular situation, even how to handle complicated circumstances.

Difference between  Description and Specification

Job Analysis

Description Specification
Job Title So Qualifications
Job Location Experience
Job Summary Training
Reporting to Skills
Working Conditions Such as Responsibilities
Job duties Emotional
Machines to be used Sensory Demands
Hazards

Human Resource Management Recruitment

After job analysis, description, and specification, now turn to discuss the recruitment process.

While every organization applies different recruitment processes such as internal and external sources.

Even Internal source means that organizations have talented employees who are eligible for the position.

Although some organizations use an external source for recruitment because they want to hire employees outside of the organization.

The organization hires outside recruiters for the recruitment process rather than some organizations.

Because HR managers conduct the recruitment process itself.

Although It’s the process of screening, attracting, shortlisting, interviewing, selecting, and hiring of employees.

Human Resource Training & Development

Human Resource Training

Even training is the process of guiding the employees about how to perform a task, thus it’s the short-term gain.

The training is an effort to enhance even the current job abilities of employees.

While organizations hire new employees, so these employees need the training to enhance their skills as knowledge and abilities.

Therefore, organizations conduct training programs to enhance the abilities such as the skills of their newly recruited employees.

Two common types of training

Induction Training

Even It is an orientation training for new employees so that the new employees will understand the internal environment.

Therefore employees understand the procedures, code of conduct, and policies of an organization.

Refresher training 

Although refresher training is conducted in an organization after a new development in the current job.

Human Resource Development

Even it is the process of employee development for the future.
Therefore organization wants to enhance their skills, such as knowledge and abilities.

Although training conduct with the help of the employer to enhance the abilities of employees.
Therefore it is a long-term strategy of organizations such as organizations to improve the skills of employees.

Even employees are the assets of the organization, so organizations provide facilities to employees.

If the employer takes care of their employees, whereas the employee will give their best performance.

The organization develops skills such as the abilities of its employees.
Therefore, they are likely to prepare managers and leaders for the future.

Human Resource Management Performance Appraisal

Although performance appraisal is a process such as the human resource department evaluates the employees’ performance at the workplace.

The purpose is to identify employees that contribute to the organization as efficiency, attitude, attendance, and quality of work

So it is an advantage for both employees and employers.
Because an organization assesses the contribution of employees for the organization.

Even it is an annual review of employees’ performance in the organization.

Therefore, the organization takes decisions such as reward and terminations.

Human Resource Management Compensation and Benefits

Reward System

Although every organization wants to control their employees’ behavior at work, therefore reward is the best way.

Although the reward system is a set of procedures in which organizations control the employees’ behavior.

Therefore, the purpose of a reward system is to enhance the employees’ motivation, then give certificates or monetary rewards.

So their energy will increase as well as they will improve themselves.
Therefore, they can perform better in the future.

Compensation and benefits

Since compensation and benefits is a sub-discipline of human resource.

So the HR department makes policies for employees such as compensation and benefits.

There are two types of benefits as tangible and intangibles, such as recognition, bonus.

Although Here are types of compensation & benefits such as Direct compensation & Indirect compensation

Direct Compensation

Direct Compensation
Base Pay Incentives
Wages Such as Bonuses

 

Salary Such as Stock options

 

Commissions

 

Profit-Sharing

 

Indirect Compensation

Indirect Compensation
Pay for time not worked Insurances Plan Security Plan Employee Services
Vacations Medical Pension So Educational Assistance
Breaks Dental Although Social Security Food Services
Holidays Life Disability Insurance
Sick days  

 Conclusion

Although this blog post is all about human resource management.
Since we have discussed the following HRM functions in the blog post such as:
Human resources management
Job analysis
Description
Specification
Training & development
Performance appraisal
Reward
Compensation & benefits.

As discussed above topics, so it’s related to the current vacant position in the organization.
But the following topics will implement after hiring the candidate such as:
Training & development
Performance appraisal
Reward
Compensation & benefits

Although I try to write about the topics concisely.

Since I want to build an awareness of the reader about the subjects.

As you are understanding the topics, then share it with your’s friends.

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