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Employee Benefits Employee Compensation Employee Manual

Human resource management (HRM) involves managing employees in an organization through staffing, compensation, benefits, and job design. The goal of HRM is to maximize productivity by optimizing employee effectiveness. While business needs change rapidly, the core functions of HRM - acquiring, developing, and retaining talent; aligning workers with business goals; and contributing to the business - remain the same. In recent years, the importance of HRM to an organization's success has been recognized, regardless of the organization's size. HRM is crucial for both large and small businesses to hire and train the right employees and avoid personnel issues that can impact a company's health.

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Anu Sana
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47 views1 page

Employee Benefits Employee Compensation Employee Manual

Human resource management (HRM) involves managing employees in an organization through staffing, compensation, benefits, and job design. The goal of HRM is to maximize productivity by optimizing employee effectiveness. While business needs change rapidly, the core functions of HRM - acquiring, developing, and retaining talent; aligning workers with business goals; and contributing to the business - remain the same. In recent years, the importance of HRM to an organization's success has been recognized, regardless of the organization's size. HRM is crucial for both large and small businesses to hire and train the right employees and avoid personnel issues that can impact a company's health.

Uploaded by

Anu Sana
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Related Terms:Employee Benefits; Employee Compensation; Employee Manual

Human Resource Management (HRM) is the term used to describe formal systems
devised for the management of people within an organization. The responsibilities of a
human resource manager fall into three major areas: staffing, employee compensation
and benefits, and defining/designing work. Essentially, the purpose of HRM is to
maximize the productivity of an organization by optimizing the effectiveness of its
employees. This mandate is unlikely to change in any fundamental way, despite the
ever-increasing pace of change in the business world. As Edward L. Gubman observed
in the Journal of Business Strategy, "the basic mission of human resources will always be to
acquire, develop, and retain talent; align the workforce with the business; and be an
excellent contributor to the business. Those three challenges will never change."
Until fairly recently, an organization's human resources department was often consigned
to lower rungs of the corporate hierarchy, despite the fact that its mandate is to
replenish and nourish what is often cited-;legitimately-;as an organization's greatest
resource, it's work force. But in recent years recognition of the importance of human
resources management to a company's overall health has grown dramatically. This
recognition of the importance of HRM extends to small businesses, for while they do not
generally have the same volume of human resources requirements as do larger
organizations, they too face personnel management issues that can have a decisive
impact on business health. As Irving Burstiner commented in The Small Business
Handbook, "Hiring the right people-;and training them well-;can often mean the
difference between scratching out the barest of livelihoods and steady business
growth'¦. Personnel problems do not discriminate between small and big business. You
find them in all businesses, regardless of size."

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