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Human Resource Management: Benefit and Services

Human Resource Management (HRM) focuses on maximizing employee performance to meet organizational goals. HRM includes recruiting, selecting, training, and developing employees, as well as managing compensation, benefits, performance evaluations, and employee relations. Some key benefits that HRM professionals provide include improving employee retention and satisfaction, developing training programs, resolving conflicts, and motivating workers through non-financial rewards and opportunities. The effective management of human resources is essential for organizational success.

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265 views6 pages

Human Resource Management: Benefit and Services

Human Resource Management (HRM) focuses on maximizing employee performance to meet organizational goals. HRM includes recruiting, selecting, training, and developing employees, as well as managing compensation, benefits, performance evaluations, and employee relations. Some key benefits that HRM professionals provide include improving employee retention and satisfaction, developing training programs, resolving conflicts, and motivating workers through non-financial rewards and opportunities. The effective management of human resources is essential for organizational success.

Uploaded by

Dr. Sabrina
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Human Resource Management: Benefit and Services

Introduction :
Human Resource Management (HRM) is an operation in companies designed to maximize employee
performance in order to meet the employer's strategic goals and objectives. More precisely, HRM
focuses on management of people within companies, emphasizing on policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper orientation and
induction, imparting proper training and developing skills.

HRM also includes employee assessment like performance appraisal, facilitating proper compensation
and benefits, encouragement, maintaining proper relations with labor and with trade unions, and
taking care of employee safety, welfare and health by complying with labor laws of the state or
country concerned.

Areas of Human Resource Management (HRM) :

There are many areas of human resource management. So, it is typical for professionals in
this field to possess specific expertise in one or more areas. The different areas are:

o Training development specialist


o HR manager
o Benefits specialist
o Human resource generalist
o Employment services manager
o Compensation and job analysis specialist
o Training and development manager
o Recruiter
o Benefits counselor
o Personnel analyst

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Human Resource Management Service :

Human resource management involves developing and administering programs that are
designed to increase the effectiveness of an organization or business. It includes the entire
spectrum of creating, managing, and cultivating the employer-employee relationship.

 For most organizations, agencies, and businesses, the human resources department is
responsible for:

 Managing job recruitment, selection, and promotion


 Developing and overseeing employee benefits and wellness programs
 Developing, promoting, and enforcing personnel policies
 Promoting employee career development and job training
 Providing orientation programs for new hires
 Providing guidance regarding disciplinary actions
 Serving as a primary contact for work- site injuries or accidents

 So Human Resource Management is all about :


1. Addressing current employee concerns:
o HR departments deal with employee concerns such as benefits, pay, employee
investments, pension plans, and training.
o Their work may also include settling conflicts between employees or between
employees and their managers.
2. Acquiring new employees: The human resource management team recruits potential
employees, oversees the hiring process (background checks, drug testing,
etc.), and provides new employee orientation.
3. Managing the employee separation process: The HR management team
must complete a specific set of tasks if an employee quits, is fired, or is laid off.
Paperwork must be completed to ensure that the process was completed legally.
Severance pay may be offered or negotiated, benefits must be settled, and access

2
to company resources must be severed via the collection of keys, badges,
computers, or sensitive materials from the employee.

4. Improving morale: Effective HR teams encourage company employees to do


their best, which contributes to the overall success of the company. Their work
often involves rewarding employees for good performance and creating a positive
work environment.

Different types of HRM benefits:

At the heart of every successful business lies the human resources team who drive all aspects
of staff management. Here are a few benefits human resource professionals bring to the
workplace.

 Benefits of Being Human Resource Professional:

 Increasing Personal Knowledge and Skills :


Whether anyone decide to do a certificate, diploma or degree in human resources
management, it offers a broader suite of knowledge that’ll increase personal skills
and understanding. If someone want to be even more successful in career, then
doing a postgraduate course might help. There are also options to do a lot of
short courses about ‘how to work with people’, ‘conflict resolutions’, and so on. As a
human resources professional, having good people skills and the ability to
communicate effectively is a bonus.
 Structuring Team :
Employees are most valuable asset of organizations. So, effective management of
human resources is essential for every company.Human resources helps in structuring
teams, it builds the organization culture and it helps people with engagement and
development.
 Enhancing Productivity :

Human resource management creates a lot of difference in enhancing the productivity


of the employees.

3
 Benefits brought by human resource professionals to the
workplace:

 Improve employee turnover


- High employee turnover hurts a company’s bottom line. It cost twice as much as a
current employee’s salary to find and train a new recruit. Human resource
professional know how to hire the right people for the company from the start.
- HRM professionals interview candidates carefully, to ensure skills and check
that the employee can fit the company’s culture.
- Human resource professionals also need to pay attention to employee’s personal
needs.
Human resource professionals usually only see employees when there are
problems and visit staff members and enquire if they are okay and happy.
 Conflict resolutions
- Workplace conflict is somewhat inevitable as employees have different
personalities,lifestyles and work ethic.
- The human resource management handle conflict professionally in the workplace
and resolve it.
- Most importantly HRM management assists both parties equally and not choose
sides.
 Employee satisfaction
- Human resource specialists are usually charged with the responsibility of
determining employee satisfaction.
- The human resource management set up surveys, focus groups and interview
strategies to determine whether employees are content or not.
- Human resource professionals determine what the underlying causes are for
employee dissatisfaction
- Motivate staff members with creative solutions.
 Improve employee performance
- Human resources teams develop performance management systems
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- Gives employee performance reviews on an annual basis.
- Be open about employee accomplishments

 Training and development


- Conduct needs assessments for employees to determine the type of skills training
and employee development programmes that are required for employee
improvement and additional qualifications.
- This can reduce company’s employee turnover and improve employee retention.
 Helps with budget control
It’s critical for human resources to define as many processes as specific projects,
be it the 360- feedback review, the annual pay review or the development of a new
program.
- HRM management tries to understand the broad budget of a project.
- Human resources curb excessive spending through developing methods for
trimming workforce management costs.
- Human resource professionals also ensure competitive and realistic wage setting
based on studying the market, employment trends and salary analysis based on
job functions.
 Motivating Employee :
o Human beings have a number of key psychological needs including:
‘The need to feel that you can do something well’
‘The need to be part of a group’
‘The need for respect and encouragement from others’
o These needs are typically met from non-financial rewards,for example, by
providing opportunities:
- for promotion
- to make decisions
- to contribute to a team
- to do a variety of tasks.

Conclusion:

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Practicing Human Resource Management within the organization is no more a luxury rather a
necessity. The organization’s benefits, integrity, organizational structure etc. marches arm-in-arm
with Human Resource Management. The practice of HRM needs to be integrated with the
overall strategy to ensure effective use of people and provide better returns to the
organization.

References:
1 . Johnason, P. (2009). HRM in changing organizational contexts. In D. G.Collings & G.Wood
(Eds.), Human resource management: A critical approach (pp. 1 9- 37). London: Routledge.

2. Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G.
Colligs & G. Wood (Eds.), Human resource management: A critical approach (pp. 1 -1 6). London:
Routledge.

3. Paauwe, J., & Boon, C. (2009). Strategic HRM: A critical review. In D. G. Collings, G.Wood
(Eds.) & M.A. Reid, Human resource management: A critical approach (pp. 38- 54).London:
Routledge.

4. Klerck, G. (2009). "Industrial relations and human resource management". In D. G.Collings & G.
Wood (Eds.), Human resource management: A critical approach (pp. 238-259). London: Routledge.
5. Armstrong, Michael (2009).Armstrong's handbook of human resource management practice .
Armstrong, Michael,1 928- (Eleventh ed.). London: Kogan Page.ISBN 9780749457389 . OCLC
435643771

6. Griffin, Ricky. Principles of Management

7. Merkle, Judith A. (1 980- 01 - 01 ) Management and Ideology .University of California Press.


ISBN 978- 0- 520- 03737-3.

8. Mark O'Sullivan, 201 4, What Works at Work , The Starbank Press, Bath, page 3.

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