Hr Management

Human Resource Management HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments.

Human Resource Management is comprised of twelve functions: Human resource planning, Job analysis, Recruitment, Selection, EEO /managing diversity, Training and development, Performance management/ appraisal, Compensation and benefits, Occupational safety and health, Labor-management relations, Discipline and grievance handling, and Human resource research.

Human resource planning involves analyzing and forecasting the talent that companies need to execute their business strategy, proactively rather than reactively, it is a critical strategic activity, enabling the organization to identify, develop and sustain the workforce skills it needs to successfully accomplish its strategic intent whilst balancing career and lifestyle goals of its employees.

Human Resource Management is a relatively new management process that is being used increasingly to help control labour costs, assess talent needs, make informed business decisions, and assess talent market risks as part of overall enterprise risk management. Strategic workforce planning is aimed at helping companies make sure they have the right people in the right place at the right time and at the right price

Through Strategic Workforce Planning organizations gain insight into what people the organization will need, and what people will be available to meet those needs. In creating this understanding of the gaps between an organization’s demand and the available workforce supply, organizations will be able to create and target programmes, approaches and develop strategies to close the gaps.

Job analysis involves collecting information about a job by reviewing the duties, tasks and activities of the job. A job analysis should identify the types of technologies and equipment that are to be used on the job and point out the types of education and experience that are required for the job to be done successfully. This information is used to prepare a job description, which states the specific duties and responsibilities of a person in the job. Human resource managers also use the job analysis data to conduct other human resources activities, such as recruitment and selection, performance evaluation, and the design of training and career development programs. To successfully plan for the future, organizations working on a strategic plan need to conduct a job analysis for their current positions and possible future positions. This will help them to determine whether the needed abilities and qualifications can be found in their current employees, whether it would be beneficial to undertake extensive training for current employees, or whether hiring new people is the best solution.

Bohlander points out that “The ultimate purpose of job analysis is to improve organizational performance and productivity”. Like for-profit organizations, nonprofit organizations need to “recognize that most jobs will not remain stable but will change to meet future demands” , and that conducting a strategic job analysis will help the organization address this challenge in a way that improves organizational effectiveness.

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals