Introduction
Human resource management (HRM) is a practice within organizations designed to maximize employee performance in fulfillment of the employer’s strategic objectives. HRM encompasses a broad range of activities,ranging from recruitment and training to employee-benefits administration, as well as performance appraisals, and safety and health policies. A more modern term used by many contemporary authors and practitioners is “talent management” which truly reflects the importance of a company’s workforce in achieving competitive advantage, particularly during a time of global growth.
Role of HRM in an Organisation
Organizations take the responsibility for managing the people within the organization to achieve desired levels of performance, and to create a work atmosphere that sustains that performance. This is made possible by HRM, which uses various processes to influence the employee’s behaviour and attitudes in the workplace.
HRM plays a significant role in any organisation’s success by motivating, developing and guiding employees in the attainment of the organization’s mission and goals. HRM’s primary objective is to ensure that the company has the right individuals and resources in the right places doing the right jobs in order to meet the organization’s goals.
1. Recruiting
A primary HRM role includes recruiting and selecting the best people for the job. This involves proper sourcing, screening, interviewing and selecting employees who will be best suited for the vacancy. HRM must also ensure that procedures are in place to ensure equal opportunity and avoid discrimination.
2. Training and Development
HRM plays an important role in providing employees with various training and development opportunities. This role includes implementing learning initiatives, such as workshops and seminars, to help employees achieve their maximum potential with the organization.
3. Performance Management
Performance management involves setting objectives and goals for each employee, and tracking progress towards goals, as well as providing feedback and reinforcement. This role of HRM involves establishing appraisals, assessing abilities and skills, identifying potential areas of improvement, providing guidance and counseling employees on how to improve, and recognizing achievement.
4. Compensation and Benefits
The role of HRM in compensation and benefits involves setting compensation guidelines, managing benefits and payroll systems, and designing incentives, bonuses and salaries. This role also involves overseeing legal compliance with minimum wage, health and safety laws, and ensuring employee relations are not impacted negatively by the current compensation structure.
5. Labour Relations
HRM also plays a major role in labour relations and collective bargaining activities. This includes negotiating contracts, monitoring and evaluating collective bargaining that is necessary for organizational success, and resolving any grievances.
Conclusion
HRM plays a vital role in the successful operation of organizations and the overall success of their employees. The four primary roles of HRM are recruiting, training and development, performance management, compensation and benefits, and labour relations. It is essential for HRM to maintain a work climate that supports organizational success, facilitates the organization’s mission and goals, and motivates and supports employees. By taking an active role in the above mentioned roles and responsibilities, HRM can effectively contribute to the organisation’s success.
