A strategic, integrated and coherent approach to the
employment, development and well-being of the people working in organizations.
Also, distinct from personal management, is the emerging philosophy that ‘people need to be viewed as an asset rather than merely a variable cost.
New emphasis on line managers accepting responsibility for the ‘alignment of competitive strategy and HR policies’.
Also, distinct from personal management, is the emerging philosophy that ‘people need to be viewed as an asset rather than merely a variable cost.
New emphasis on line managers accepting responsibility for the ‘alignment of competitive strategy and HR policies’.
The Role of HRM
1-Strategic Management
1-Strategic Management
Human Resource professionals are
proactive in planning for the future by meeting the continuous short-term and
long-term strategic objectives of the organization.
2-Workforce planning and Employment (recruitment and selection)
Involves, recruitment, selection,
orientation, and exit process. Department managers collaborate with Human
Resources to determine staffing needs and to fill job vacancies in a timely
manner whenever the need(s) arise.
3-Human Resource Development (training & development)
HR is responsible for ensuring that
employees receive the appropriate training (whether in-house or off-site) to
adequately perform their jobs. Thus, employees will be equipped to help
achieve desired departmental and company goals and objectives. HR
Specialist also assists with change management and performance
management needs of the organization.
4-Total Rewards (compensation & benefits)
The HR benefits team is responsible
for acquiring and administering an attractive compensation and benefits package
for new hires. This might include: a competitive salary range, medical and
dental insurance, choice of life insurance, tuition reimbursement, and more.
The HR recruiter should promote and offer an attractive rewards package to
those candidates who meet the selection criteria at some point during the
interview process.
5-Policy Formulation
Human Resources keep new hires and
current employees abreast of the policies and procedures of the organization.
This might include the distribution of employee handbook, code of conduct
manual, and performance appraisals guidelines.
6-Employee and Labor Relations
The employee relations team seeks to
align the employees’ needs and rights with the needs of the organization.
Things such as: union and non-union issues, discrimination issues, and sexual
harassment claims are matters that should be handled by the labor relations
department.
7-Risk Management
The HR risk management team along with
the department manager-should be proactive in detecting risk items that could
pose a possible threat to the company. HR should provide safety training
and issue handbooks to its employees to educate them on risk
References:
Armstrong, M., (2009), 11th ed , A hand Book of Human Resource Management Practice
Kogan Page, UK.
Armstrong, M. & Taylor, S (2014), 13th ed , Hand Book of Human Resource Management Practice ,
Kogan Page, UK.
Kogan Page, UK.
Armstrong, M. & Taylor, S (2014), 13th ed , Hand Book of Human Resource Management Practice ,
Kogan Page, UK.
