The value of human resource management for organizational performance
“ The strength of the team is each individual member. The strength of each member is the team ’’ — Phil Jackson
Human resource management (HRM) is the process of attracting, retaining, and developing qualified employees. It is one of the most challenging and crucial tasks for any manager to undertake. It focuses on the people aspect of management. Regardless of the fact that every organization is made up of people who require its services, developing their skills and talents, and motivating people to achieve higher levels of performance in order to maintain their commitment to achieving organizational goals and performance.
HRM is thus critically important to practice and essential to ensuring that proper personal or human resource planning, recruitment and selection, training and development, employee motivation, performance appraisal, and remuneration will assist the company in achieving its business success.
This essay will first discuss the significance of human resource management practices and policies in organizations. Then, examine how HRM can improve organizational performance by carrying out the four major functions of HR assessments: strategic HR planning, recruitment and selection, performance management, and remuneration.
“ The key to achieving success is to assemble a strong and stable management system ’’ — Vivek Wadhwa
Finally, we will explain how HRM has a real impact on organizational success.
- HR Management roles:
There are various HR Management practices and policies that allow businesses to deal with human resource problems in a strategic manner. This allows the labor force to assist in providing high-quality service unless the company faces both internal and external challenges.
One of the most important functions of human resource management is to ensure that the new company attracts a new practical, talented workforce, highly motivated, and performing well employees when they are adapting to organizational change in order to decide how the job will be performed.
Furthermore, employees are the most important resources and valuable assets for increasing a company’s success and profitability, but it is essential to identify appropriate Human Resource policies and practices. The organization’s success can simply be measured by how these specific HR policies contribute to business strategies and lead to organizational development.
2. Human Resource Management Concepts:
Most businesses use HR Management practices and policies to ensure that regulations are followed for the benefit of the organization. The policies and practices merely concentrate on strategic human resource planning, recruitment and selection, training and development, and compensation.
“ Human resources is not what we do. It is the thing that drives our business ’’ — Steve Wynn
3. Human Resource Strategic Planning:
Strategic human resource planning entails the systematic development and implementation of a comprehensive strategy for both the two key attributes of understanding current employment needs and predicting future employee needs.
To understand what current employee needs are, it is necessary to look at what today’s staffing picture looks like, which necessitates first conducting a job analysis and writing a job description and job specification. The process of creating job descriptions, analyses, and specifications can help to avoid hiring people who are overqualified or underqualified for a specific job.
4. Selection and Recruitment:
There are two types of recruiting processes: internal recruiting and external recruiting. Internal recruiting is the process of making people who are already employed by the organization aware of available job opportunities. Because the majority of job openings in organizations are filled through internal recruitment. The most common method of job posting is to place information about job openings in newsletters and notices of qualifications on bulletin boards.
External recruiting is the process of attracting job applicants from outside the organization by advertising job openings in newspapers, employment agencies, executive recruiting firms, and technical training schools. Many organizations now post job openings on the internet and social media platforms such as Facebook, LinkedIn, and Twitter.
“ TEAM — Together Everyone Achieves More ’’ — Steve Jobs
5. Performance Evaluation (OR) Performance Management:
The process of assessing how well employees perform their jobs is known as performance management. Most managers and employees are dissatisfied with the performance appraisal or annual performance reviews and approximately 70% of employees are dissatisfied with the performance appraisal process in their organizations, and more than 90% of human resource managers are also dissatisfied with the performance review system that their companies use.
Are you looking for the most recent insights? For blogs, Click here to visit our website!
