Human Resource Management Basics
People are vital to the success of any business. The performance of an employee can be the liability or the asset of a company. As a human resource professional, you will play a critical role in the success of the business.
Good human resource management (HRM) is essential for companies of all sizes. In this article, we will break down the basic knowledge of human resource management. If you are looking for the best HR consultancies in Dubai, you can always approach us for the best services.
What is Human Resource Management?
Human Resource Management (HRM) is a practice for managers to achieve better performance. For example, if you hire people to do business, you are looking for people who fit into the company culture because they will be happier, stay longer, and be productive. More productive than people who don’t fit the company culture.
Dedicated employees work more efficiently, provide higher quality work, and make customers happier. This means that if you can find ways to increase employee engagement, that will help the company. The HR department provides knowledge, tools, training, legal advice, management, and talent management, essential for the maintenance and growth of the company. This is how human resource management boils down. It’s all about optimizing company performance through better human resource management.
The Basics of HRM
Several elements constitute what we call an effective HRM. The key elements are:
Recruitment and selection
Recruitment and selection are arguably the most obvious elements of the human resources department. Recruiting candidates and selecting the best candidates to work for the company is an important responsibility of human resources. People are the lifeblood of an organization and finding the right person is a key task.
New employees are usually hired when a new job is created or an existing job is opened. The direct manager then submits the job description to HR and HR begins recruiting candidates. In this process, HR can use different selection tools to find the most suitable candidate to complete the job. These include interviews, different evaluations, reference checks, and other hiring methods. Sometimes when there are many candidates, HR can implement screening tools. Successful candidates proceed to the next round of interviews and receive a more detailed evaluation.
Once employees are hired, performance management becomes very important. Performance management is the second foundation of human resources. It involves helping people become their best at work, thereby increasing the profits of the company.
Generally, employees must carry out a clear set of responsibilities. Performance management is a structure that allows employees to obtain performance feedback to achieve optimal performance.
Typically, companies use annual performance management cycles, which involve planning, monitoring, reviewing, and rewarding employee performance. As a result of this process, employees can be divided into high-performance and low-performance employees, and high-potential and low-potential employees. Successful performance management is a joint responsibility between human resources and management. Employees with the highest potential can improve the efficiency, sustainability, and profitability of the company. Employees who consistently perform poorly may not fit their role or company culture.
Learning and Development
Learning and developing people is the product of life experience, the country and time in which they grew up, and a series of cultural influences. Within the human resources department, learning and development ensure that employees adapt to changes in processes, technology, and social or legal changes. Learning can help employees improve their skills and abilities.
The human resources department directs learning and development (L&D), and good policies are very helpful in promoting the organization to achieve its long-term goals. Many organizations have set pre-defined budgets for L&D work. Then allocate the budget to employees, apprentices, future leaders, and other high-potential employees, who generally get more training opportunities than others. People can come to a company with completely different knowledge and experiences. L&D provides employees with a way to close the skills gap and become leaders.
Succession planning is the planning process for emergencies when key employees leave the company. For example, if a key senior manager resigns, preparing to change jobs will ensure continuity and save the company a lot of money. Succession planning is generally based on L&D effort and performance ratings. This leads to the creation of a talent line. This is a pool of qualified candidates who are ready to fill (senior) positions if someone leaves. Establishing and nurturing this channel is the key to good staff management.
These are the key responsibilities that an HR professional has and these tasks are very vital to the growth of a company. If you are looking to outsource your HR recruitment process and are looking for HR consultancies in Dubai, you can always connect with us for the best services.