Human resources management

 (Human Resources Management)

                                           

Definition of HR:

(HR) refers to human resources.  "Human resources " is the set of individuals who make up the workforce of an organization, business sector or an economy. HR  serves as  (A labor union). 

Classification:

These employees vary according to 3 trends:

1-Demographics which include age, gender and work class.

2-Diversity which includes race, baby boomers or old employees.

3-Skills and qualifications as industries from manual to managerial professions.

Talent management:

It is the process of attracting and retaining profitable employees.  It is about the management of high-worth individuals in an organization.  It is the process of Sourcing, attracting, recruiting and on boarding qualified candidates with competitive backgrounds.

Non-profit versus profit:

There is a no difference in managing human resources in for-profit versus non-profit organizations.  Their roles should be carefully specified, they should be recruited carefully, they should be oriented and trained, they should be organized into appropriate teams or with suitable supervisors, they should be delegated to, their performance should be monitored, performance issues should be addressed. They should be rewarded for their performance.

Definition of HRM:

1-It is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, hiring, recruitment, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws.  It can be read as ( HRM).

2-It is kind of human relations between employer and employees in terms of laws and work rules.  It includes documenting ways of creating business value through the strategic management of the workforce.

3-Due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.

Objectives:

1-The objective of HRM is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programs relating to human resources to optimize their contribution towards the realization of organizational objectives.

• To help the organization reach its goals.
• To ensure effective maximum development of human resources.
• To ensure respect for human beings.

 .To identify and satisfy the needs of individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morals among employees.
• To provide the organization with well-trained  employees.
• To increase the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop the personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision in trans¬action of business.
• To plant the sense of team spirit, team work and inter-team collaboration.

Tools and issues:

Human Resource program  includes tools and issues of recruitment, interviewing, training, employee relations, retention, competency, policies, workplace issues, and wellness in the workplace. It includes means of

1- A fact sheet as a kind of statistics for the organization needs and requirements,  I think this process is called ( Pr-employment stage). 

2-A checklist used by the interviewer to interview the new employees to do right selection.  I think this process is called ( During employment stage). 

3- A handout for workers to know all about the job description, pay, workplace safety, housing and bonuses. I think this process is called ( Post- employment stage)..

People on duty:

 HR's duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making.

Function: 

1-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.

2-HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training

3. Appraisal of performance of employees.

4-Social security and welfare of employees.

5-Role Analysis for job occupants and feedback counseling.

6-Promotion and transference from one job to another
7-" HRM "  functions recruitment, selection and training.

Benefits:

1-Getting the Best Employees
2-Paying Employees (and Providing Benefits)
3-Training Employees an motivating them.
4-Ensuring Compliance to Regulations
5-Ensuring Fair, Safe and Equitable Work Environments
6-Sustaining High-Performing Employees
7-Saving time, effort and money and avoiding frustration.

8-Minimizing costs and reducing risks.

9-Attaining maximum individual development,

10-Attaining desirable working relationship between employees and employers and between employees and employees.

11-Increasing production, sales and good quality.

Strategy:

 1-HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment.

2-Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals .

3-Responding to employees, and managing transformation and change.

Change of strategy:

1-HRM is moving away from traditional personnel, administration, and transactional roles, which are outsourced to human resources management.  

2-HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.

Stages :

( HRM ) passes by 3 stages:

A- Pre - employment stage:

1- I "as a human resources manager" do a kind of statistics to know about the number of employees needed by my organization, the quality wanted,  the skills wanted, and the characteristics of needed employees.

2- I know the period of hiring or recruitment.

B- During employment stage:

1- I do a proper interview that includes all  personal, professional, skills, experiences and talents information about the graduates or the new employees beside their certificates.

2- I use a checklist to tick the available characteristics I find in the employee.

3-I introduce a handout to the employee in which the employee can know about his job, place of work, payroll, health insurance, safety, bonuses and means of transport 

C- Post-employment stage:

1-I start to do professional development to my employees through workshops, seminars, trainings, using technology and guided practice to create a kind of communication with my employees.

2-I do an assessment to my employees. I guide, advise, encourage and motivate till the employees acquire all the wanted professional skills.  Employers and employees do a kind of listening and responding to each other to create communication to solve problems and facilitate work.

D-During Retirement stage:

HRM is responsible for getting all the rights for the employees during retirement. These rights include the retirement procedure, a "thank you" and appraisal party for the value the employee has added to the organization, the pension salary, the rewards, the bonuses and all other rights . HRM appreciates all the roles played by the employees in increasing the production.

Role of HRM:

In practice, HRM is responsible for employees' experience during the entire employment life-cycle.

1-It is charged with attracting the employees through employer branding.

2-It then must select the right employees through the recruitment process.

3-HR then, on boards new hires and oversees their training and development during their tenure with the organization.

4-HR may sometimes administer payroll and employee benefits.

5-HR is involved in employee terminations - including resignations, performance-related dismissals, and redundancies.

6-HR is in charge of overseeing organizational leadership and culture.

7-HR ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security.

8- HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk.

9-Human resource consulting is a related career path where individuals may work as advisers to companies.

10-It offers employees raining and certificates of experiences.

HR Positions:

"HR" positions fall into one of two categories: generalist and specialist:

1-Generalists support employees directly with their questions, grievances, and projects. They "may handle all aspects of human resources work, and thus require an extensive range of knowledge.

The responsibilities of human resources generalists can vary widely, depending on their employer's needs. 

2-Specialists, conversely, work in a specific HR function.

3-Practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later.

Value add:

1-Value add is the real contribution you make to your organization’s success.

2-Value add contributions include such measurable roles and activities as: saved money, awed customers, increased sales, or significantly reduced the time or steps necessary to complete a work process.                                  Prepared by:  G.H.H.

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