PPTs

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5 KEY HRM FUNCTIONS

1. Recruitment and selection: Attracting the right people to grow the company is more than quickly fill a specific job. Planning ahead human resource needs enough time to analyze the position and the requirements to be met by who is going to cover it. Allows also see several candidates and test them through an orderly selection.

2. Induction: For employees who join the company feel welcome and can perform in their jobs, it is necessary accompaniment during the first days. Transmit the culture of the company, present to the rest of the team, review what is expected of the new employee and satisfy their doubts, it is a key task.

3. Training: People who are part of the organization may require additional training to better perform their duties. Over time, it is also necessary to offer spaces to keep them motivated and updated. chambers of commerce, unions, schools or private teachers often offer courses applicable to business, on various topics such as languages, tools, sales techniques or social networks. You can also arm themselves as training, taking into account the particular needs of the company.

4. Compensation: More than the definition of wages and liquidated according to the agreements and standards, this function should consider that compensation remain fair, reflect results and help maintain motivation.

5. Motivation and working environment: Develop a sense of belonging, leadership, initiative and commitment of employees with the company is a mission that must not be left to chance. A good working environment helps improve productivity, reduce absenteeism, retain staff, reduce conflict and increase the satisfaction of all. Benefits, communication, coaching, team events and projects can boost growth climate that your company needs.

THE NEW EXPECTATIONS OF HRM

Gone are the days when HR staff received direction from the executive team as to their priorities and needs. HR is now expected to sit at the executive table and recommend processes, approaches, and business solutions that improve the ability of the organization's people to effectively contribute.

The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate their value. Employees who work in HRM must demonstrate their value by keeping their employer and company safe from lawsuits and the resulting workplace chaos. They must perform a balancing act to serve all of an organization's stakeholders: customers, executives, owners, managers, employees, and stockholders.

It is difficult to underestimate the importance of an effective, modern HRM function within an organization. An employee who retired from HRM twenty years ago would not recognize the competence and capability of the best HRM organizations today. You can choose to move your HRM function out of the dark days and into the light. Organizations that do - are best served.   

HUMAN RESOURCE MANAGEMENT (HRM)

Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. 

Also it is a function in organizations designed to maximize employee performance in service of an employer's strategic objectives.HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.HR departments and units in organizations typically undertake a number of activities, including employee benefits design, employee recruitment, "training and development", performance appraisal, and rewarding HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. 

HUMAN RESOURCE MANAGEMENT CORE FUNCTIONS:

• Staffing
• Human resource development
• Compensation and benefits
• Safety and health
• Employee and labor relations