Human resources management refers to the management of a business entity’s employees. Although human resources management is referred to as a loose management skill, the effective practice of the application–within an organization–requires a specific focus to ensure that human capital can facilitate the achievement of an organization’s goals. For a business entity, efficient human resource management also contains a component of risk management which, at a minimum, ensures government or legislative compliance.
Human resources management is a function within a business or organization that focuses on the management, recruitment of and providing direction to individuals who work in the underlying business or organization. Also known as workforce management, human resources management is the specific organizational function that inspects all issues related to employees such as performance management, hiring, compensation, safety, organization development, wellness, employee motivation, benefits, communication, training and administration.
Furthermore, human resource management is a strategic and comprehensive approach to managing employees and the culture or environment of the workplace. An effective implementation of human resources or workplace management will enable an entity’s employees to contribute in a productive and effective manner to achieve the expressed goals and objectives of the said company.
How Does a Business Implement Human Resources Management?
In general, human resources or workforce management will attempt to achieve the following goals:
• Human resources management aligns a company’s human resources department with their respective business strategy
• Human resources management will apply a team of administration experts to refurbish or organize the organization’s process
• Human resources or workforce management will listen and respond to concerns or issues raised by employees. When answered, these gripes or concerns are resolved, which in turn, yields greater efficiency.
• Human resources or workforce management manages transformation and change; the application ensures the capacity for change.
Human resources or workforce management involves a number of steps. Together these processes aim to achieve the goals mentioned above. When agglomerated, this process can be performed in the entity’s HR department; however, some tasks associated with application can be outsourced or achieved by other departments or line-managers. When integrated, a human resources management application will provide a tangible economic benefit to the corporation or company.
The following tasks or processes are instituted by a human resources management program or application:
• Recruitment (human resource applications or programs streamline the recruitment process for a business entity)
• Workforce planning
• Orientation, Induction and Onboarding (workforce management expedites the delivery of management training to integrate new employees to the business model in an efficient manner)
• Skills management (workforce management implements training procedures to quickly teach employees to perform in the most efficient manner)
• Time management (through the delivery of the aforementioned resources a business entity can effectively organize their employees and the productivity of the model)
• Performance Appraisals (workforce management—through an evaluation-based software–will evaluate the effectiveness of an individual’s workday)