Human resource management
Human Resource Management
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers (a person who has direct responsibility for employees and their work).
HR Activities:
Strategy & Organisation: This involves contributing to organizational strategy, structure and processes; influencing culture and values and developing personnel HR strategies and policies.
Employee Resourcing: Incorporates human resource planning, recruitment, selection and deployment and termination of employment.
Employee Development: training & development, management development, career development and performance management.
Reward Management: Incorporates the selection of reward strategies and admin of pay and benefits.
Employee Relations: Includes industrial relations, employee involvement and participation, communication, health and safety, welfare and employee services.
Employment & Personal/HR Admin: Incorporates admin of employees records, employment policies and practices, working conditions and personnel HR.
Issues HR deals with:
Planning, resourcing and staffing
Developing: Training and learning
Motivating: Compensation & benefits, Performance management
Managing diversity
Industrial and employee relations
Disciplinary issues, grievance, redundancy
Personnel admin and records
Health, safety and welfare
Organization management: e.g. change programs
Variety of approaches:
Generalist management function – managers who are involved in most activities.
Specialist management function
Support role e.g. recruitment, training & development, reward, employee relations etc.
Strategic role e.g. senior management level
History of HRM
1978 UK Legislation passed to regulate hours of work and conditions for women & children reducing their hours of work to 60 a week.
The trade union movement was also
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers (a person who has direct responsibility for employees and their work).
HR Activities:
Strategy & Organisation: This involves contributing to organizational strategy, structure and processes; influencing culture and values and developing personnel HR strategies and policies.
Employee Resourcing: Incorporates human resource planning, recruitment, selection and deployment and termination of employment.
Employee Development: training & development, management development, career development and performance management.
Reward Management: Incorporates the selection of reward strategies and admin of pay and benefits.
Employee Relations: Includes industrial relations, employee involvement and participation, communication, health and safety, welfare and employee services.
Employment & Personal/HR Admin: Incorporates admin of employees records, employment policies and practices, working conditions and personnel HR.
Issues HR deals with:
Planning, resourcing and staffing
Developing: Training and learning
Motivating: Compensation & benefits, Performance management
Managing diversity
Industrial and employee relations
Disciplinary issues, grievance, redundancy
Personnel admin and records
Health, safety and welfare
Organization management: e.g. change programs
Variety of approaches:
Generalist management function – managers who are involved in most activities.
Specialist management function
Support role e.g. recruitment, training & development, reward, employee relations etc.
Strategic role e.g. senior management level
History of HRM
1978 UK Legislation passed to regulate hours of work and conditions for women & children reducing their hours of work to 60 a week.
The trade union movement was also