Importance of Human Resource Management

 Importance of Human Resource Management

Introduction

We called Strategic, integrated and coherent approach to the employment, development of the wellbeing of the people working in an organization as Human Resource Management (HRM) (Armstrong, n.d.).

What is Human Resource Management?

Strategic HRM, human capital management, corporate social responsibility, knowledge management, organization development, resourcing ( human resource planning, recruitment, and selection, and talent management), performance management, learning, and development, reward management, employee relationships, employee well-being, and health and safety and the provision of employee services are covered under HRM. Achieving success through the people is the responsibility of the HRM (Armstrong, n.d.).

HRM has designed to manage people in an organization. This has evolved a great deal since its beginning around 1900. HRM consists of Strategies, Operations – managing functional human resources activities an “employee champion” to balance the relationship between employee and employer and Administration in the recordkeeping process, compliance efforts, and policy implementation.

Human Resource is a value-added function of the organization, influencing the key organizational outcome. It identifies and manages current and future needs to achieve organizational goals through strategies and planning. HRM talent management can assist to attract, motivate and retain productive and engaged employees. Betterment of people and performance through information can develop through training. Performance management process ensures the organization link with the work of employees using appraisal and intervention.   Financial and non-financial tools used to attract, motivate and retain employees rewarding compensation, benefits, recognition. HRM ensure the safety, health, and welfare of people at work as well. It improves the relationship of the employee with the organization and with each other through policy, labor relations and employee rights.

Involving and recognizing HR as true business partners in an organization who specialized in HR make people and organization grow to the sustainability.

According to (Efron, 2014) the purpose-driven organization has relevant tools and systems in place to build a sustainable and highly performing organization. Use of the following elements in your organization can make a sustainable and high-performance organization.

Definition – Throughout the hierarchy from Receptionist to CEO need clearly, know why your organization exists and the purpose of the same.

Alignment – All the employees need to understand their purpose and how to connect the same with the organization purpose and also, how the collective effort make an impact on the organization purpose.

Results – Applying above can improve business results in the bottom line.

Recruit talent who will love your organization can improve the performance of the organization as well. Organizations need to create Employee Value Proposition (EVP) that reflect true culture. Also, hire who will match with the organization purpose.

Another point for the world-class performance of the organization is to focus on employee strengths. HR needs to take action to understand what your employees do best. Make sure to put them in roles where they can play to their strengths as much as possible. Focus on the development of strength and manage weakness will enable the best performance.

Learning and development opportunities must provide and return by effectively involving in achieving the organization purpose. (Efron, 2014)

References

Armstrong, M., n.d. ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. 11th ed. London and Philadelphia: Kogan Page.

Efron, L., 2014. What Organization needs Now from Human Resource. [Online]
Available at: https://www.forbes.com/sites/louisefron/2014/08/18/what-organizations-need-now-from-human-resources/#3a703a853173

https://www.123rf.com/stock-photo/human_resources.html?sti=o3k8pzz7h5ofc1h48b|, n.d. s.l.:s.n.