At Talexes, we use the phrase ‘Human Resources Management’ a fair amount. But what does this title really mean? With the help of the encyclopedia page on Inc.com, here are the basics of what human resources management truly means.
As stated on Inc.com, human resources management (HRM) is used to describe “formal systems devised for the management of people within an organization.” The overall purpose is to optimize an organization’s employees to maximize the organization’s productivity. On the topic of HRM, the Journal of Business Strategy states that “the basic mission of human resources will always be to acquire, develop, and retain talent, align the workforce with the business, and be an excellent contributor to the business; those three challenges will never change.”
With that said, let’s look at the three major areas that human resource management responsibilities fall into:
- Employee compensation and benefits
- Defining/designing work
These three major areas categorize the key responsibilities of human resources management. Here are some of those specific major responsibilities:
- Job analysis and staffing
- Organization and utilization of workforce
- Measurement and appraisal of workforce performance
- Implementation of employee rewards systems
- Professional development of workers
- Maintenance of workforce
Business consultants say that there are overarching principles that guide human resources management successfully. They are:
- Recognition of the importance of HR as assets of any organization
- Understanding that business success is most likely to be achieved if “the personnel policies and procedures of the enterprise are closely linked with and make a major contribution to the achievement of corporate objectives and strategic plans”
- Acknowledging that it is HR’s responsibility to “find, secure, guide, and develop” employees that show talents and desires that are well-matched with the needs and goals of the organization.
Next, the position and structure of human resources management responsibilities can be sectioned into 3 areas:
Individual HR management includes identifying strengths and weaknesses of employees and shaping them to contribute their best to the enterprise. This is usually done through performance reviews, training, and testing.
Organizational development entails developing an effective system for maximizing the success of HR business strategies. This category includes the creation and conservation of a change program.
Career development involves matching candidates with the most suitable job positions and career paths within the organization.
Now that you have a little 411 on the nature of human resources management, you can set up your human resources management system for organizational success.
If you are looking for HR solutions in your workplace, contact the professionals at Talexes today