Human resource management

Humanresource management

Introduction:

The process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees.

The Evolving Business Paradigm

One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment.  In the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources.

Strategic Management and HRM

It is needed to align organizational goals with that of the HR strategy to ensure that there is alignment of the people policies with that of the management objectives. The aims of strategic management are to provide the organization with a sense of direction and a feeling of purpose.

Job Prospects

There are multiple job opportunities in this field

• HR Generalist
• Staffing Director
• Technical Recruiter
• Compensation Manager
• Employee Relations Manager
• Employment or Placement Manager
• Director of HR Training and Development
• Organizational development and change consultant

Certified courses:

Essentials of Human Resources
Effective Performance Management
Employee Recruitment, Selection and Placement
Employee Relations
Human Resource Systems and Technology
Talent Management and Workforce Development
Total Compensation

Software Features Software offers a complete suite of human capital management / human resource management tools. This includes employee information management, employee absence management / employee holiday management or employee leave management, recruitment management, employee performance evaluation and many other HR management tools. Conclusion: In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.