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Human Resource Management is the core function of a human resource department. It operates many HR functions under a shared umbrella of various roles and responsibilities. HRM covers the entire employment life cycle from talent acquisition and talent management. It is the collective effort of various levels of HR executives and managers to sustain efficiently and progress effectively.
"I am convinced that nothing we do is more important than hiring and developing people. At the end of the day we bet on people, not strategies."-- Lawrence Bossidy
What is human resource management? Why is it important? Do we really need HRM in the 21st century? How does the human resource management system affect HR roles? Take a deep breath and read on!
What is Human Resource Management?
Human Resource Management (HRM) refers to the complete process of leading a combined workforce that functionally comprises different layers of professionals from entry to expert levels. The HR managers are responsible for not only nurturing talents in the organization but also driving objective growth and development of the company.
Why is HRM Important for an Organization and Employees?
HRM ensures that organizations thrive by aligning the workforce with strategic goals. An effective HRM creates a symbiotic relationship where organizational achievements and individual well-being go hand in hand. The table below captures the dual significance of HRM: one for the organization and the other for its employees.
The Need For Human Resource Management
HR professionals oversee various activities that impact both the organization and its employees. All of these HR functions are part of the parcel of human resource management. Let’s explore the key HR activities and their impacts:
Strategic Planning and Workforce Planning:
Responsibilities: Align HR practices with the company’s strategic plan. Identify workforce requirements and analyze trends.
Impact: Ensures the right talent is in the right positions to achieve organizational goals.
Recruitment & Selection:
Responsibilities: Attract, screen, interview, and onboard job candidates.
Impact: Shapes the organization’s talent pool and contributes to its competitiveness.
Performance Management:
Responsibilities: Evaluate employee performance, provide feedback, and set goals.
Impact: Enhances productivity, engagement, and overall business performance.
Learning & Development:
Responsibilities: Facilitate training, skill development, and continuous learning.
Impact: Improves employee capabilities and organizational effectiveness.
Succession Planning:
Responsibilities: Identify potential leaders and plan for smooth transitions.
Impact: Ensures continuity and prepares for future leadership needs.
Compensation and Benefits:
Responsibilities: Manage pay, rewards, and employee benefits.
Impact: Motivates employees, enhances satisfaction, and retains talent.
HR Data, Analytics, and HRIS:
Responsibilities: Maintain employee records, track data, and use analytics.
Impact: Informed decision-making and efficient HR management.
Conflict Resolution:
Responsibilities: HRM handles employee grievances, disputes, and workplace conflicts. This includes mediation, counseling, and fair treatment.
Impact: Timely resolution fosters a harmonious work environment, reduces stress, and maintains team morale.
Organizational Culture:
Responsibilities: HRM shapes the company culture, values, and ethics. It influences employee behavior, teamwork, and overall work atmosphere.
Impact: A positive culture attracts talent, enhances collaboration, and contributes to employee well-being.
Legal Compliance:
Responsibilities: HRM ensures adherence to labor laws, regulations, and workplace policies. Compliance prevents legal issues, fines, and reputational damage.
Impact: A compliant organization maintains trust with employees, customers, and stakeholders. It avoids costly legal battles and negative publicity.
What are the Functions of HRM and HRMS together?
Human Resource Management (HRM) encompasses a multifaceted set of functions critical to organizational success. Hence, to make the HR functions fast and efficient, HRs must leverage Human Resource Management Systems (HRMS) and Platforms, such as SkillsConnect, to leverage technology to streamline HR processes.
HRMS manage employee information, facilitate talent assessment, recruitment and onboarding, automate performance reviews, and track time and attendance. HRMS also handles compensation, compliance, and analytics, providing insights from HR data. These systems enhance efficiency, allowing HR professionals to focus on strategic initiatives.
The futuristic HRM practices with HRMS platforms is to best implement:
- Skills-based hiring that shifts focus from credentials to competencies, aligning talent with organizational needs.
- AI integration that optimizes recruitment and analytics, ushering in efficient, data-driven HR processes.
- Remote work policies to adapt to global trends, balancing productivity and well-being.
- Employee well-being programs that prioritize mental health and work-life balance, fostering an engaged workforce.
- Diversity, equity, and inclusion (DEI) that cease to be trends—they’re essential for success, reducing bias and fueling innovation.
- Continuous learning and upskilling to keep employees relevant, while enhanced employee experiences retain top talent.
What is the Role of HR Managers?
HR managers bridge the gap between technology and HR expertise, ensuring that the new system aligns seamlessly with organizational goals. Beyond implementation, HRMs maintain the day-to-day management of the system, ensuring its sustained impact.
In this intricate movement, HRMs wield their expertise to harmonize HR processes with technological advancements, ultimately enhancing the employee experience. The 4 essential roles of HR in aiding the gap is:
- Project Leadership:
HRMs may serve as project managers, leading teams to successful HRMS implementation. They handle planning, resource management, risk assessment, and stakeholder communication. Their goal is to realize strategic benefits and a return on investment.
- Functional Expertise:
As the project’s HR functional lead, HRMs provide input on people processes, metrics, and HRMS requirements. They contribute insights related to recordkeeping, recruitment, onboarding, training, payroll, performance management, and HR reporting. HRMs gather information from colleagues with relevant job responsibilities.
- Stakeholder Representation:
HRMs represent HR functions’ views during implementation. They offer insights on how the new system can enhance HR services. Their role bridges the gap between technology and HR expertise.
- Post-Implementation Continuity:
After implementation, HRMs ensure day-to-day system management. They provide ongoing oversight, maintaining continuity beyond the project phase.
Human resource management system is as important as HR professionals are in the field of HR operatives. It is essential to find the right balance between data and human expertise. With PMaps, you can explore how you can use HRTech to support your recruitment process and talent assessment. Connect with our experts at +918591320212 or mail us on assessment@pmaps.in for more information!
