Human resource management is the collection of the folks who make up an organisation, company, industry, business or economy’s work force. A more narrow concept would be human capital, the skilled knowledge that the people embody. Similar to a company’s management team, human resources are the folks that ensure that the company has enough staff to meet current and future demands. Similar terms for this concept include personnel, talent, human capital or just people.
The role of the human resources manager in any organisation is to ensure that employees are kept satisfied and that the level of general working performance of these employees meets or exceeds expectations. Apart from determining what employees should be paid, a human resources manager also ensures that employees are taken care of, are motivated and are provided with a workable work environment. The compensation of employees is also determined by the manager as part of the overall objectives of the organisation.
An employee will generally belong to a group that is organised around a common purpose or objective. The objective may vary from amongst various aspects of the organisation, however, and all employees will understand their role in the larger scheme of things. For example, in an industrial company the employees might be grouped according to their industry. One group might consist of those working in the manufacturing area and another might be those employed in the service or logistics portion of the organization. The human resource professionals within each of these groups will have differing duties depending on their role.
The term ‘human resource’ is often used in place of ’ememployee relations’. A manager can designate one or more people to handle the recruitment and selection of new hires, as well as providing general supervision of the organization’s workforce. They also may be involved in supervising the training and development of employees, the conduct of hiring practices, the compensation and benefits of employees and other relevant matters. These roles and responsibilities are essential to the smooth running of any business organization and without which it would be difficult to run smoothly. Furthermore, the need for adequate human resources is very important from the business perspective, as a well-trained, motivated and properly compensated workforce will help the organization to grow successfully.
Human resource management has become one of the most critical parts of employee development strategies, particularly with the increasing number of individuals who are choosing to leave their careers and work in an organization for the first time. Managers must have an effective way of identifying potential candidates for potential career growth and must develop plans to support this process. Some people choose to develop their skills by training in new areas, while others choose to gain additional skills and knowledge through volunteer work or internships. Many organisations also make use of on-the-job professional development programs to enhance the learning and development opportunities available to employees. A lot of thought and planning goes into the HRM strategy and it is often an essential element of a successful HRM program. The process of developing an individual should take into consideration the skills, preferences, experience and attitude of the employee.
Another important function performed by human resource departments is performance appraisal. It is one of the primary ways of evaluating the overall performance of an individual within an organisation’s workforce. Performance appraisal aims to reward and recognize individuals who are meeting their goals and helping to shape and develop the workplace culture. Performance appraisal is very crucial to the success of any HRM program as it helps to build the motivation, skills and the confidence of current employees and enables them to develop the qualities that are required of them in order to excel in their chosen career paths.