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Human Resources Management

Introduction to Human resources management incorporates the functions of human resources manager; the role of human resources department and its effect on business efficiency; factors influencing labor needs; significance of recruitment policies; and the role of training in labor motivation and business efficiency.

The basic purpose of Human resources management is to employ, train and to make use of a business’s staff in the most fruitful manner to support the business in the accomplishment of its objectives. Human resources management focuses on 6 key factors. These include:

1) Manpower planning. HR departments are required to estimate the future staffing needs of the business in order to avoid over/under staffing or staff with inappropriate skills. The correct number of staff required in future depends on several factors such as future demand of the product; the productive efficiency of existing staff that is if the productivity is expected to increase fewer staff will be needed; the aims and objectives of the business; changes in minimum wage levels; and the absenteeism rate. Manpower planning also constitutes identifying the required skills of workforce. Due to technological advancements workers with latest skills will need to be hired in order to operate latest equipment.

2) Workforce formation. The Human resources management takes into consideration the kind of workforce required for the business. Workforce is of different types. Some are full-time workers on permanent contracts while some are part-time workers hired on temporary basis. It’s the role of HR department to evaluate what nature of workforce is suitable for the business.

3) Selecting and employing staff. In order to recruit the most suitable staff it is a part of Human resources management to employ staff that has can help meet the objectives of the business. The selection process is a major part of Human resources management and therefore comprises of several steps that include: establishing the nature of job vacancy and producing a precise job; making a list of attributes being looked for in the suitable applicants; creating a job advertisement in order to be displayed within the business premises or it can be advertised in public newspapers. After this process the HR department is required to short list applicants based on their CV, interviews and other tests.

4) Training and evaluating staff. It is an integral part of Human resources management to provide different types of training to the recruited workforce. It can be either induction training provided to new employees or on-the-job training given by HR managers. Staff appraisal is undertaken by setting certain goals and making the staff meet those goals in return of rewards.

5) Developing suitable pay structures. Analyzing which method of monetary reward should be applied to different categories of workers is an essential component of Human resources management. Pay levels are determined by comparing the demands of different jobs.

6) Assessing and observing staff performance. It is important for HR department to assess staff performance with the help of labor productivity ratios.


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