The term, human resources (HR) refers to: “people in an organization”. Human Resources are the people who are ready, willing, and able to contribute to organizational goals. Human resources are either called HRM (Human Resource Management) or Personnel Management. HRM functions to improve the performance of an organization.
Regular Practices of HR Management:
There are 8 regular practices of HRM which are mentioned below:
1. Job Analysis & Design: Job Analysis is a systematic process to collect, evaluate and organize information about jobs. In this process; HRM determines what tasks, how much knowledge and what kind of skills are required to perform a specific job. Job Design refers to arrangement of work in a way to reduce job dissatisfaction of employees that may result in their absenteeism. It is done by HRM to improve throughput and quality of work.
2. HR Planning: HR Planning is an activity of HRM that systematically forecasts organization’s future demand for and supply of employees. Retention and promotion of an employee is a part of this process.
3. Recruitment: Recruitment is the process of finding and attracting capable applicants for employment. In this process, HRM invite people to submit applications for jobs that are available in an organization.
4. Selection: Selection is a process of HRM that shortlists the candidates fit for a particular job; then, it involves series of steps to decide which recruits should be hired.
5. Training & Development: This practice of HRM is concerned with learning of employees. Training represents activities that teach employees how to perform their current jobs. Development represents activities that prepare an employee for future responsibilities.
6. Compensation: This practice of HRM tells employees what they will receive in exchange for their work, including pay and benefits.
7. Performance Management: This practice of HRM includes activities which ensure that goals are consistently being met in an effective (doing things right maximum number of times) and efficient (maximum production with minimum input) manner. It is done to keep employees on track and to move them forward.
8. Employee Relations: Employee Relations refers to: “maintaining relationship between management and employees that contribute to satisfactory productivity, motivation, and morale”. Essentially, this practice helps HRM to prevent and resolve problems among individuals that may arise out of or affect work situations.