A Management Process Encompassing Hr Planning

Published Date: 02 Nov 2017

Human Resource management is defined as a management process encompassing HR Planning, Recruitment, Selection, Training & Development, Compensation, Performance Appraisal and maintaining Industrial Relations through harmonious working relationship between people and management in the organization. It is to ensure employees are cared for in order to encourage maximum contribution in achieving organization goals. HRM is also includes conducting job analyses, planning personal needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Example of core qualities of HR management is extensive knowledge of the industry, leadership, and effective negotiation skills. In broader terms, all decisions that affect the workforce of the organization concern the HRM function" (Bernadin,2007). Furthermore Armstrong (2006) defined it as a strategic and coherent approach of an organisation’s most valued assets - the people working there, who individually and collectively contribute to the achievements of the objectives of the business.HRM uses a variety of tools to help meet the strategic needs of the business, each of which needs together in an integrated way(Sauer,2010).

First of all, one of the contributes of human resource management (HRM) is training and development. Training involves a process of providing knowledge, skills, and abilities of employees specific to a particular task or job. Developmental activities, in contrast, while increasing the capacities of employees to perform their current jobs it focus on preparing for future responsibilities. Actually, organisational performance like productivity will increase, absenteeism ,turnover, and cost of training reduced by HRM supporting staff training and development through lower staff turnover. Huselid (1995) found that HRM practices such as employee recruitment and selection procedures, compensation and performance management systems, employee involvement, and employee training have a significant impact on employee turnover. Therefore, employee training is a critical component of the human resource management program. Technical training programs have five categories: apprenticeship training, computer training, technical skills/knowledge training, safety training, and quality training. When organizations introduce new technology,they need to update the skills of the workers who must use it. A training program used to train the employees on new HRM policies that practise that produce the employee competencies and behaviours the company needs to achieve its strategic aims.

Second, HRM also contributes to enhance achievement across every aspect of organization’s performance by rewarding and motivate staff. HRM also concerned with employee and organisational development programs to maintain and improve employee skills as well as reward systems, benefits and compliance available for staff (also: laws, policies, health and safety). (Bernadin, 2007). In fact, there are several ways influence staff's motivation and attitude to work. HRM can realize incentive compensation systems for achieving specific goals such as piece-rate payments, sales commissions, and performance bonuses that tie individual of work performed. It may tend to reduce turnover and to increase loyalty to the company. Moreover, changes in pay and promotion policies might be expected to older employee perceptions of reward orientation and possibly of equity and fairness.M&S use McGregor's theory by having managers who have trust in the workers and help them improve and do their best and also by giving managers bonuses to motivate them" (Sauer, 2010). So, motivation is important factor that affect the work environment of an employee instead to enhance achievement of organization’s performance. Through reward systems will also affect organisational performance like increasing quality of products and services.

Third, HRM may contributes to company through recruitment and selection the workers. HRM want to attract a pool of high quality applicants so that we can select those who have the best fit to our jobs and our organization (Kulik, 2004). HRM also cares for the professional development of their manpower and the planning who is working where with which skills needed. So, HRM can influence organizational performance through hiring highly qualified, educated and skilled people, which bring all of the required and characteristics with them to enhance organisational performance through effective work performance delivered through optimised work processes. For example, most people today go online to look for the jobs. HRM can use to recruiting via the internet by placing ads on job boards. HRM can attract more suitable candidate to apply for the interview, this will reduce the time and cost a company when hiring new staff. Other than that, employee engagement comes from the quality of managers an organization has,says Curt Coffman(The Economic Times, 2012). Therefore, organization need recruit and select the quality of managers to manage an organization.

Fourth, HRM also contributes to enhance achievement across every aspect of organisation’s performance by concern safety and accident. A positive or negative contribution to individual health will affect the work. But if the workplace is safe and if employees are interested and involved in their work,therefore job satisfaction can make improvements in health.HRM can design employees health and safety policies to secure commitment and promote the well-being of employees. Organization also can educate their employees about the dangers outside the workplace as part of an accident preventation policy. The organization’s aim is to its health and safety performance. Therefore the accidents and health problems are eliminate and work forms of a satisfying life to the benefit of both the workers and the organization. The organization can have a high productivity and quality to enhance organization’s performance. After that, following up by physiological, this is HRM need to always ensure that employees are always working at a safe environment (Chuck, 2012).For example, HRM can build up the security around the organization by hired more security guard or fix CCTV around the organization.

Fifth, an effective HRM system a company by create a culture for innovation. Actually, innovation can led to the development of these new products yet innovation is much more than that. Innovation is a collaborative process where in many fields contribute to the implementation of new ideas and it is considered essential that workers should have the opportunity to express their opinion openly and independently, in addition to being able to contribute to management decision making on task-related issues (Gould-Williams, 2004). In addition, the company must also allow the employees to speak about the opinion that is related to the company new project or product. Thus the new project or new product of the company maybe improve and get better due to the opinion from the staff. Besides that through union the company can solve the employees in a more peaceful way thus the relationship between the staff and the company will always maintain in a good condition (Willock, 2007). For example, the culture that drives innovation is Apple. What makes so unique and competitive is their great products, they have a great culture and this drives their innovation and hence their better products.

Last, HRM also contributes to enhance achievement across every aspect of organization’s performance by communication and roles responsibilities with the workers. A human resource professional plays an important roles in binding the employees together. HRM must undertake certain activities which help in increase the relationship among the employees and bring them closer. They hardly get time to interact with each other while they just working only. Individuals are so engrossed in their daily routine work that they hardly get time to interact with each other (Managementstudyguide.com, 2013). Many of them do not even know the full names of the person sitting next to their workstations. The human resource department must ensure that several group activities are being organized at the workplace to bring all employees on a common stage. When sometimes there a project need to work together but employee don’t know to work with each other and will cause a lot of mistake. For example, employees can communication with each other well, they would perform well in the organization and the quality of product’s company be standard.

In conclusion, every single department in an organization and HRM plays an important part for the functioning due to the fact that it can take direct influence on the people working there.HRM capability should begin at the origin and involves 3 things which is interactions between people, technology and the jobs to be performed in situation with the organization objectives or goals. Without HRM, the organization will lose in terms of performance, repetitions and competitors in the market.