Human Resource Management 


 


Generally, Human Resource Management (HRM) has various functions in the organization.  It focuses on the recruitment process of the people, as well as it manages and provides direction and company’s policies to the   working people inside the organization.  In addition, HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration and training.  On the other side, it does strategic and comprehensive approaches in handling and managing the employees in the work place. It is said that an effective human resource management creates effective and productive   working environment with the employees.  Also, it   leads the company towards favorable direction and accomplishments in meeting its main goals and objectives. At this time and age, human resource management has already transformed from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and the employee programs give impact to the business in meaningful and measurable ways. So much so, the new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate the value of each employee in the organization.


(http://humanresources.about.com/od/glossaryh/f/hr_management.htm)


Thus, all organizations need working people, and they are the most valuable resources of the company. No matter what is the size of the firm, it always needs employees’ capabilities and performance in order to operate its business effectively and efficiently.  The activities to maximize those capabilities of the work force and their performances are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources.  All daily    jobs in the organization are all responsibilities of the entire work force. So as the members of the organizations must benefit from the utilization of their skills and abilities.  The large number of resources of any company must be applied to both profits and non-profits organizations. Many people think that there is a big difference in managing human resources in for-profit versus nonprofit organizations. Normally, they should manage in the same way. It is just that, nonprofit organizations often have unpaid human resources or volunteers, but according to this study, volunteers should be managed much like employees. They are not compensated with money; instead they are compensated in other ways.  The managing volunteers are very similar to paid employees.  They have their roles that are carefully specified, at the same tome; they must be recruited carefully, so as they should be oriented and trained too.   Similarly, they should be organized into appropriate teams with their respective supervisors; and they should be delegated to their relevant duties.  In non-profit organizations, their employees also being monitored as what paid employees are being monitored. The same thing that performance issues must be addressed and they are also rewarded for their excellent performances.  (http://managementhelp.org/humanresources/)


In this connection, there are various terms such as Human Resource Management (HRM), Human Resources Department (HRD) or Talent Management Department (TMD).   In order to distinguish them from one another; Human Resources Management (HRM) functions a variety of activities and its major key function is for human resources.  It deals a lot with staffing, recruiting and training of the employees in the organization.  On the other hand, Human Resource Development (HRD) is a profession.   It is a field of career development, training and organization development among others.  Both HRM and HRD have gone a long way in the past thirty years.  Before, big companies only considered “Personnel Department” as area for paper work for hiring and paying employees.  But now, this has changed to “HR Department” that plays a vital role in staffing, training and helping to manage people; so that people and the organization are both performing at maximum capability and in a highly fulfilling manner. Nowadays, “Talent Management” is also used in referring activities to attract, develop and retain employees in the organization. In fact, some people and firms use the phrase to mean especially to talented and potential employees.  All of them have one thing in common, and that is they are all responsible in developing programs that will attract, select, develop and retain highly potential employees in the organization.  They have one mission and goal and that is talent management.  In view thereof, human resource management is the key area in the organization in building and creating excellent employees for the efficient and effective productivity and profitability in any company. It has a major role of selecting and filtering potential candidates to become highly potential employees in the firm.  Aside from that, it is also the one in charge for the well-being of all employees in terms of compensation and benefits.


(http://managementhelp.org/humanresources/)


References:


http://humanresources.about.com/od/glossaryh/f/hr_management.htm


http://managementhelp.org/humanresources/


 


 



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