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Human Resource (HR) Management

Every organization, large or small, uses a variety of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. No matter the industry, all companies have one thing in common: they must have people to make their capital work for them.

 

Managing human resources involves recruiting people, developing people, maintaining the right mix of people, and creating conditions that will result in high motivation of individuals.

 

Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. As a field, HRM has undergone many changes over the last twenty years, giving it an even more important role in today’s organizations.

 

Human resources (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, as well as administering employee-benefit programs. An HR department is tasked with maximizing employee productivity and protecting the company from any issues that may arise within the workforce. HR plays a key role in helping companies deal with a fast-changing business environment and a greater demand for quality employees in the 21st century.

 

Based on the global competition, organizations are in continuous quality improvement of their processes to stay competitive. The focus is on motivating and constantly offering constructive feedback to the employees by evaluating them on the following criteria: job description requirements, operational objectives and behavioral objectives

 

Research conducted by The Conference Board, a member-driven economic think tank, has found six key people-related activities that HR must effectively do to add value to a company. These include:

  • Managing and using people effectively
  • Tying performance appraisal and compensation to competencies
  • Developing competencies that enhance individual and organizational performance
  • Increasing the innovation, creativity, and flexibility necessary to enhance competitiveness
  • Applying new approaches to work process design, succession planning, career development, and inter-organizational mobility
  • Managing the implementation and integration of technology through improved staffing, training, and communication with employees

Employee performance assessment

Based on today’s market competitiveness, organizations are in continuous improvement of their human resources (HR) processes to achieve business excellence, one of the most critical being employee performance evaluation, which includes assessing current performance, identifying high and low performers, and providing feedback to employees

 

Employee performance assessment is one of the most important functions of human resource management. It starts immediately after the employees get hired and goes on throughout the employment process. The constant and fair evaluation of employees is linked to their motivation and further performance at the workplace. Only when they feel valued and motivated employees can work more effectively and will not be inclined to leave the company in which they are employed. Employee appraisal is a process that happens constantly. In each organization, superiors evaluate employees, employees evaluate superiors, employees evaluate each other. For organizations, the problem of performance appraisal is often dealt with in a formal or not procedure through which performance assessments of its employees should be made

 

There are a few standard criteria of evaluation: competencies, initiative, teamwork, soft skills, ethics, and team spirit. As observed by Mathis & Jackson (2007), each of it can be measured in different ways: category rating methods, objective methods, comparative methods and narrative methods.

 

Many companies have moved away from traditional in-house human resources (HR) administrative duties and outsourced tasks like payroll and benefits to outside vendors.

 

ER Case Management

Maintaining good employee relations (ER) is more than just the right pay and a nice working environment; organizations must ensure a positive company culture. When career issues hit, employees expect consistent policies and fair resolution, whether it’s long term sickness, child-related leave, grievances, etc.

 

There comes a point (typically around the one thousand employee mark), when there are just too many issues, and too many regulations. You can’t keep track of every HR case in email inboxes, folders, and spreadsheets. So, what is the measure of a good employee case management system?

 

Management Information (MI)

How many cases do we have in total?  How many on a specific topic?  How many by manager, by region, by time period?  Is this a blip or a trend, and is it rising or falling?  What stage is each case at, and who needs to do what next?

  • Moving to a specialised, online ER case management software will ensure your team has these answers (and more) to hand, wherever they are.
  • Easy to use dashboards and ‘click a button’ reports mean no more hours spent collating data from various sources.
  • Data can be collected in a more consistent way; you can be assured of reliable and up-to-date MI.

 

Compliant workflow

  • A good system ‘hard wires’ rules that must be followed (timescales or procedures), while leaving the professional leeway to keep the personal touch.
  • Alerts and reminders to prompt when timescales are running on.
  • But your caseworkers will need flexibility too – to move back a stage, or re-open a case perhaps – with case-level user permissions controlling who can do what.

 

3. Security

  • Encryption and robust user authentication are essential.
  • Two Factor Authentication and Single Sign On options are desirable.
  • The flexibility to grant and deny access to individual cases according to role is a “must.”
  • As is ISO27001 accreditation for the system and for the chosen hosting environment.

 

4. Consistency and control

  • Template letters and e-mails, reference documents and the ability to mark landmark cases for consistent professional response.
  • Task management with time-controlled, highly visible action lists.
  • The ability to share, reassign or escalate cases if needed, with (only) those who are authorised.
  • A complete case summary and audit trail to keep everything visible and accountable.

 

References and Resources also include:

https://www.investopedia.com/terms/h/humanresources.asp

https://www.workpro.com/blog-post/what-features-should-a-good-employee-case-management-system-have

 

Cite This Article

 
International Defense Security & Technology (December 2, 2022) Human Resource (HR) Management. Retrieved from https://idstch.com/military/soldier/human-resource-hr-management/.
"Human Resource (HR) Management." International Defense Security & Technology - December 2, 2022, https://idstch.com/military/soldier/human-resource-hr-management/
International Defense Security & Technology November 9, 2022 Human Resource (HR) Management., viewed December 2, 2022,<https://idstch.com/military/soldier/human-resource-hr-management/>
International Defense Security & Technology - Human Resource (HR) Management. [Internet]. [Accessed December 2, 2022]. Available from: https://idstch.com/military/soldier/human-resource-hr-management/
"Human Resource (HR) Management." International Defense Security & Technology - Accessed December 2, 2022. https://idstch.com/military/soldier/human-resource-hr-management/
"Human Resource (HR) Management." International Defense Security & Technology [Online]. Available: https://idstch.com/military/soldier/human-resource-hr-management/. [Accessed: December 2, 2022]

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