Human Resource Management plays an essential role in enhancing the performance of employees in the organization. Human Resource Management policies are to enhance the performance level to its maximum. Human Resource Management is the process of human resource functions with the organization’s strategic objectives to improve performance. We may call how human resource management holds the central live blood role in any organization. The HR department has been including in the total performance of a company. In addition to making policies and frameworks, it creates processes that aid every element of the company. It also examines the demand for training and growth. Once recognized, carry out training initiatives that conform to the organization’s strategy and development demands. It helps to boost the employees’ abilities, capacities, and knowledge in such a way that they function in the direction of trilling and increasing the company’s performance (YI, 2012).
Human Resource Management is about boosting employee performance to their highest level, corresponding to their role in the organization. Since the organization is made of people, HRM is all about acquiring people’s services, developing their skills, motivating them to the maximum level, and making sure that they continue to maintain their commitment to the organization.
Personnel Management is an administrative specialization that focuses on developing employees to become more valuable to the company. It is considered to be a sub-category of human resources that only focuses on administration. It is a substantial part of management concerned with employees at work and their relationship with the company (Nutt, 1999) .
Personnel Managers include job analysis, strategic personnel planning, and performance appraisals. It also involves recruitment, screening, new employee orientation, and training. It has wages, dispute resolution, and other record-keeping.
Personnel management is an extension of the general rule. It is concerned with promoting and stimulating a competent workforce to make their most entire contribution to the concern. P
It is based on human orientation. It tries to help workers to develop their skills and concern. It motivates the employees through its effective incentive plans so that the employees provide total co-operation. Posting job ads, conducting interviews, and making a final decision with management is a very time-consuming process. However, it must carefully be performed to avoid the wrong person. HR experts estimate that it cost between two to six thousand dollars to re-hire and retrain a new employee for a new position. Furthermore, personnel managers must comply with applicable state and federal employment law and occupational health and safety regulations.
A personnel manager will direct select human resource activities such as benefits, training, hiring, and compensation. They will analyze data and report to determine competitive compensation rates. They will create policies designed to guide department managers regarding payment. They need to develop a human resource system that meets the company’s information needs. They maintain benefit records such as insurance, retirement, and workers’ compensation plans. It will include personal activities regarding hires, promotions, and transfers. They must ensure that adequate labor relation policies and procedures are in place.
Human Resource Management employs people, compensates them, trains them, develops policies relating to them, and develops strategies to retain them.
The most significant difference between personnel and human resource management is that the latter is a modern approach to managing people. Personnel managers have a limited job scope and perform record-keeping duties and functions designed to maintain proper employment conditions. Human resource management integrates personnel functions and various activities designed to enhance employee and organizational efficiency and productivity. HR managers often create and running safety programs, publicly representing the company, and ensuring legal compliance with applicable state and federal roles. Personnel management is a Human resource specialization limited to compliance, administrative and record-keeping duties (Harris, 1995) .
Role and Responsibilities of HRM
Staffing involves the hiring process, from posting a job to negotiating a salary package. There are several steps.
- Development of a staffing plan
- Development of policies and values to encourage multiculturalism at work
- Recruitment
- Selection.
Development of workplace policies
Discipline process policy
Vacation time Policy
Dress code
Ethnics policy
Internet usage policy
Compensation and Benefits Administration
Pay
Health benefits
Stock purchase plans
Sick leave
Bonus
Retention involves keeping employees to stay with the organization. Payment is a significant factor in employee retention, but there are other factors as well. The majority of employees leave a company for the following reason
Issues around the job they are performing
Challenges with their manager
Poor fit with organizational culture
Poor workplace environment
Dealing with laws affecting employment
Discrimination law
Health-care requirement
Compensation requirements such as the minimum wage
Worker safety laws
Labour law
Worker Protection
Chemical hazards
Heating and ventilation requirements
Protection of private employee information
Understanding Human Resource Planning
Analyze Labour supply
The HR department studies the organization’s advantages based on the qualifications, positions, performance level, and benefits.
Forecasting labor demand
The HR department can consider specific issues like promotions, retirements, layoffs, and transfer- anything that factors into the firm’s future needs.
The HR department can look at external conditions influencing labor demand, introducing new technology that might affect employees.
Balance Labour Demand with Supply
HR creates a gap analysis that lays out specific needs to narrow the supply of the company’s labor versus future demand. Should employees learn new abilities in the future? Does the firm require more management? Do all employees play their strengths in their existing functions?
Developing and implementing a plan
The questions from the gap analysis help HR determine how to proceed, which is the final phase. HR must take practical steps to integrate its plan with the rest of the company. The development needs a budget to implement a dream, a collaborative effort with all departments to execute that plan.
Effectiveness of recruitment and selection techniques
When hiring, companies must look at a company’s skills and experience and his ability to work with others, his ability to adapt to change, and his communication skills.
Recruiting
An effective recruitment process looks at external and internal candidates. Please don’t make the more comfortable hiring a less appropriate person because they are an internal candidate. The company should encourage current employees to recommend people for the job; according to a study by Development Dimensions International, “Internet referrals are the most popular and effective methods for recruiting.” Spend more time researching which advertising method will target the audience you are hoping to attract.
Selection
Decide precisely what skills you are looking for in employees and tailor your interviewing and selection process to people with those skills. Also, look at the strength your current team is missing. If you have five great people at written communications but struggle to present to a broad audience, select a person who can help fill the gap.
Training
Even the qualified candidate may need training. However, an effective recruitment and selection process decreases the time you will need to train your new employee.
Job Satisfaction
The benefit of choosing the right candidate for the job is his ability to work diligently. Employees who are not self-motivated or self-managed are a drain on management and the company. If the chosen candidates are not suitable for the job, they may quit, forcing you to start the entire process over. Appropriately selected candidates experience greater overall job satisfaction and higher levels of motivation.
Human resource planning represents the sum of knowledge, skills, aptitude, creative abilities, and talents available to the enterprise and values, attitudes, and benefits that each contributes to the business (Bratton 2003) .
Human resource planning helps businesses meet their current and future interests for talents, allowing human resource managers to anticipate and provide the enterprise with the optimal balance of staff in terms of available skill-set and personnel numbers. Proper planning also guides a path for future development by establishing a reservoir of talent capable of filling leadership roles. In the long term, human resource planning guides link human capital management more closely with business strategy.
Reward Management is a motivation that businesses use to reward employees for their achievements. The company sets goals and rules for its employees to follow to achieve those goals. It makes sure that employees know the regulation, plans, and rewards they will get for high performance. Entire employees follow the same prize, and the system is organized and just. Using a website to track employee development enables the employees and employer to monitor progress and quickly identify when goals are reached and rewards.
Pay Structure
It is used to determine specific pay rates for particular jobs, usually based on the nature of the job, its content, and requirements. Pay structure is provided for the various positions, skills, and job performance in one organization. Pay structure policies consist of three significant characteristics: the number of levels, differentials in a hierarchical pay distribution; pay structure policies use many levels, tiers, and considerable pay differentials.
Employment benefits
Employment benefits are defined as any form of compensation provided by the organization other than wages or salaries paid in part by the employer. Examples include retirement plans, child care, elder care, hospitalization programs, social security, and paid holiday. The employee benefits are to increase the economic security of staff members.
Customize in management has trained in numerous aspects. Managers ought not to concentrate on manufacturing boost; however, they must also believe in ways to pick suitable people for the firm’s accomplishments. If workers are offered proper compensation for their moral behavior and a reasonable salary for their performance, the manager has the opportunity to incorporate her employees into a racial act. With the confirmation of personnel’s understanding, attributes such as equity of the settlement and salary program are considered lawful demands in any country to prove their demands. If companies and managers give the compensation of item high-quality improvements quite as well as plainly, workers are continuously thinking about improving the high quality of their performance that could be led to far better to do methods (Yi, 2012) .
Organizations monitor employee performance.
They are successfully monitoring starts with establishing a routine of a regular, ongoing, one-on-one meeting. This step will radically improve the manager’s ability to stay on top of the details and hold people accountable. But often, managers have to be in the habit of checking on an employee’s work outside of those regular conversations.
- Watch
Watch with your eye. Watching an employee engagement with a customer for a few minutes will tell you more about that employee’s customer service performance than a batch of the customer feedback survey. - Ask for an account
Asking for an account is the top method for holding a person accountable for his actions. Then move on to discuss the next steps. As long as they are consistently carrying out one-on-one management conversations with every person regularly, this element of monitoring performance will become routine.
Job evaluation is analyzing and assessing various jobs systemically to ascertain their relative worth in an organization.
- Job Analysis – Job specialization and job description
- Job Rating
- Money Allocation
- Job Classification
Other Factors determining pay
- Ability to pay – The ability of an industry to pay will influence the wage rate to be paid.
- Demand and supply – The labor market conditions or demand and supply forces to operate at the national and local levels determine the wage rate
- Decrease market rates – The wage rate paid in the market or other concerns at the same place will form a base for fixing the wage rate
- Cost of living – Industrial wages are linked to the enterprise cost of living, which ensures fair wages to the worker
- Trade Unions – The wage rates are also influenced by the power of trade unions, increasing wage rates. The strength of a trade union is judged by its financial position, membership, and type of leadership.
- Productivity – It is the contribution of the workers to increase output. It measures the assistance of other factors like machines, materials, and other management.
- Government Regulations – The government passed a regulation for fixing the minimum wages of workers.
- Cost of Trainingdetermining the wages, in different occupations, allowances must be made for all the exercises incurred on training and time devoted to it.
A contemporary issue of Human Resource Management
law and regulation is that it is essential to comply with state and federal labor laws. There are regulations on hiring practices to wage payment to workplace safety.
Management changes- Business owners should focus on communicating the benefits of the change for everyone.
Leadership development – Leadership development is critical in keeping their management team engaged and motivated, also prepares them for more responsibilities in the future.
Workforce training and development – Training and growth don’t take a lot of time and money. Recruit managers and senior leadership in monitoring their subordinate employees.
Adapting to innovation- Communication is critical. With any change, make sure their team understands why and how.
Compensation – It’s always the most important factor for job candidates. Create a system to reward employees for excellent performance is one way to make up for a lower salary.
Understanding the benefits package- Purchase a plan through the Small Business Health Options Program marketplace.
Recruiting talented employees –
Multi-generational challenges in the workforce – four generations are in the force. Ranging from sent ages to recent graduates, the company may experience the challenges posed by having many different sets of values and work styles. Other matters can also create creativity and productivity, and, ultimately, business success. Each generation has its attributes to contribute to its workforce. Older workers of the traditionalists are a goldmine. They have years of experience and expertise you can draw upon for training others as new employees join their company. However, baby boomers bring thinking outside the box to another level, using creativity to resolve the issue. Older employees of the traditionalist generation are a found diamond. Generation X workers still certainly made up one-third of the workforce in 2011, according to the United States Bureau of Labour Stats. Employees from the Millenial generation are the highest education generation, most likely the averse to risk-taking than the previous generation.
Legislation affecting workplace
Visa issue for foreign employee
Retaining talented employees
Workplace Diversity
Legal and regulatory framework on human resource management.
In addition to government regulations, each state has its very own employment low policies, affecting such subjects as records retention, labor retention, employee criminal record checks, or even mileage repayment needs for employees. Added government laws affect personnel management to a national degree, although small companies often are exempt, relying on their dimension. As a result, Human Resource specialists have to be experienced in the ever-changing field of employment law to reduce the company’s responsibility in all elements of HR procedure.
Summary of Employment Legislation
Consolidated Omnibus Budget Reconciliation Act
Immigration Reform and Control Act
Pension Protection Act
Drug-Free Workplace Act
Employee Polygraph Protection Act
Worker Adjustment and Retraining Notification Act
Americans with Disabilities Act
Older Workers Benefit Protection Act
Civil Rights Act Amendments
Family and Medical Leave Act
Retirement and Medical Leave Act
Small Business Job Protection Act
Health Insurance Portability and Accountability Act
The legal aspects of HR changed significantly in the last 70 years. The emphasis on the right of workers to form unions and establish fundamental legal rights helped set up a minimum wage. The focus of the most recent legislation has been grounded in social responsibility. The government has compelled employers to become more socially responsible. In the process, the costs of government mandates changes have been shifted to consumers (Ulrich, 1997).
References.
Bratton, J., & Gold, J. (2003) Human Resource Management: Theory and practices. Pal Grave Macmillan
Harris, D. M. (1995). Human Resource development. TX: Dryden Press, Forth Worth
Nutt, P. C (1999). Surprising but true: half the decision in organizations fail, Academy of management Executive, 1 (4), 75-90
Ulrich, D (1997). Resource Champions. Boston: Harvard University Press
Yi, L. (2012) The Relationship between Human Resource Information System, Journal of Management Research, 2012, Vol 4, No, 4
