Human resource management’s importance is often neglected in many companies for several reasons.
In the time and age of today, where slowly but surely we are moving to a more automated world, the day to day practices of an Agile human resource management professional have somewhere grabbed more attention.
Now it is of key importance that every Human Resource Management practice is full of practical moves, which will prove useful to the currently employed and potential working members of our society.
It is the job of the Human Resource (HR) Department to pull some effective Human Resource Management (HRM) tricks that will give the company the yield they desire.
Human Resource Management Basics That You Need to Know as an Agile Professional
All office spaces and companies are well acquainted with the Human Resource or the HR department; to that end, it’s more of a norm these days. This section of any workplace looks into the interests, demands, development, and well being of those in the payroll.
Very major tasks of hiring, onboarding, dismal, employee engagement, etc, all go directly to this domain. But apart from these, a vital task is to manage those that are employed. This is called the Human Resource Management (HRM).
The HRM system is included in the top HR tasks and renders useful in improving and honing the skills of any employee in the office.
This management process by the HR department is dedicated to looking after the holistic and systematic growth of each person in the workplace, and alongside see to the fact that all the goals and targets set are met in time.
For this sort of management framework to be successful, the Human Resource Department has to diligently execute all those managerial moves which will ultimately be in favor of the company and produce positive results. Employee engagement , retention, onboarding, skill development, and the like, all come in handy.
Why do Human Resources Need Management?
All the people working in a firm will workout their targets and goals under their team managers or with the help of co-workers.
But there needs to be some sort of system in place which will look into employee improvement, erection of a conducive environment, wellness and betterment as a whole.
This can be done only when the Human Resource team can come up with ingenious ways to influence the workplace along with the people working in it. This management by the HR Department unquestionably certifies advancement and better outcomes.
7 Human Resource Management Skills You Need to Be Aware Of!
To properly execute the process of managing all the working population, it is the HR’s job to firstly implement those tried and tested basic movies which are sure to give sound results.
However, in accordance with the work culture or the targets of the firm or institute, these management moves can be tweaked.
Seven practices are regarded as HR signature steps and are rendered effective as far as HRM policies go.
1. Hiring and Selection
This task of HR has been passed down for ages. It is these two tasks of hunting potential employees and then recruiting them. It is these people that the Human Resource Department recruits who become the flesh and blood of the company or firm.
The HR receives the job opening from his/her superiors and then makes the opening public. This way the audience can apply to it.
Gradually, the selection process becomes more streamlined to filter out the best ones from among the crowd. This can be achieved through interviews, tests, sample task assessment, and many other hiring tools that human resource management is equipped with.
2. Performance and Talent Management
After a heavily responsible task of recruiting, there is yet another one called: the onboarding process, which is crucial too.
Onboarding is where a human resource management department familiarizes a new recruit to the workplace, responsibilities, the work culture, the tasks that he/she has to carry out, and also provide training if needed. This makes the management on the HR’s end easier.
To add to this, there’s also the job where an HR is to provide a feedback forum to an employee for the work done by him. This helps to yield better employee performance and a direct view of where they are lacking.
Mostly this performance feedback review system is annual. But if there is a residing manager and an efficient HR in place, this work could be quite easily executed. Overall, the performance of the employees improve and they know where they can make little improvements and also get to know their strong suits.
Also if an HR works in collaboration with a manager, this performance and talent management will prove itself considerably profitable.
3. Training and Advancement
This tool of Human Resource Management is widely known as L&D, Learning, and Development. Whenever employees battle with a new project or lack knowledge regarding a certain domain, the learning program comes in and takes charge.
These programs help to train and increase knowledge of the workforce and make them more knowledgeable and capable. Keeping the perks that training and learning give to the workers, many companies dedicate a certain amount for this purpose beforehand.
There is always something new and profound that keeps popping up and an HR Department must give the work population, a fair chance to learn, acquire, and multiply their cognizance.
4. Succession Planning
An HR cannot just sit back and relax after being done with recruitments. They ought to have a ‘plan B’ just in case of sudden employee resignation or any such circumstances which will leave a chair empty.
A contingency plan should be in place for this purpose. This is also called Succession Planning in technical terms.
There cannot be a backup or an extra for all job posts. But having one for all the vital spots of importance like for managers, team leaders, etc is a must. This will provide a safety net.
Not only in a scenario when an employee leaves a job , but also one in the case of a promotion, the above tasks of L&D and performance scale, come in useful to decide on who will succeed. This is done after a thorough look into a potential successor’s past record.
5. Rewards and Remuneration
Rewards and awards are a form of extrinsic motivation for the employees. They become very useful in those places, especially where the competition is tough . Understandably, anybody motivated to work for a prize or appreciation will work in a much better way and produce better results.
A classic example is the Carrot Stick Policy .
It is a Human Resource Management task to chalk out those people who have shown a stellar performance and must be rewarded with some reward. These rewards can be in the form of a gift in the form of accessories and gadgets, holidays, bonuses, awards, etc.
6. Human Resource Information System
In the field of HR, this is known as HRIS. The Human Resource Information System takes into account all the above core activities of recruiting, performance management, reward, training, and development, etc.
All these falls in different places and require some special sort of technology to function. The HRIS is one such HR tool or a system that can take all these above responsibilities under one roof.
This information system is put in place to look into any employee information and take necessary steps of giving payrolls, performance ratings, rewards, training, etc. accordingly.
7. HR Data and Dissection
The HRIS talked about above, is a run through data. This data helps an HR to make informed decisions and create a better understanding of the people working in a company.
Keeping data records is necessary for future references too. Majorly this will help to instantly produce a reliable result of a company’s performance in a set time period and on a given measurement.
HR analysis tools like such aid the HR reporting process. Not only for the present scenario but also for looking into the future, this reporting proves of great help. Decisions made by an HR on concrete data provides ground for more detailed and professional output.
The above basic Human Resource Management activities account for an improved and better functioning workplace.
Not only this, but the overall development of the employees is also possible with a good HR management s etup in action. This way the goals and company targets are met and the employees get to take back a lot from their workplace apart from just the basic salary.
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