Human Resource Management

 

The methodology behind HRM recognizes the value employees bring to an organization, also known as human capital. Investing in employees and strategically supporting their needs can improve employee satisfaction and employee motivation. Employees who are well trained, competent, valued, and supported by their employers will likely have the skills and incentive necessary to carry out the organization’s goals.

Human Resource Management (HRM) plays a crucial role in shaping and influencing organizational behavior. Organizational behavior refers to the study of how people interact within groups in a work setting. It involves understanding, forecasting, and managing human behavior to improve organizational value.

Ref: Mondy, R.W. and Martocchio, J.J. (2020). Human Resource Management. 14th ed. Harlow: Pearson Education Limited.

The following facts are narrowly related with HRM

• 1.      Recruitment and Organizational Culture
• 2.      Training and Development
• 3.      Performance Management and Motivation
• 4.      Employee Engagement and Job Satisfaction
• 5.      Conflict Resolution and Employee Relations
• 6.      Organizational Change and Development
• 7.      HR Policies and Organizational Behavior
• 8.      Technology and HRM

1.Recruitment and Organizational Culture

Organizational culture is an established way that an organization or work environment functions. The way that employees interact with one another, habits, and norms of day to day activity all make up a company’s culture.

HRM ensures that new hires align with the organizational culture and values, which is essential for maintaining a organized work environment. Promoting a diverse workforce contributes to varied perspectives and ideas, enhancing problem-solving and innovation.

Ref: Pellet, L. (2010). The Cultural Fit Factor. Society for Human Resource.

2.Training and Development

Training and development in Human Resource Management (HRM) refers to a system of educating employees within a company. It includes various tools, instructions, and activities designed to improve employee performance. It's an opportunity for employees to increase their knowledge and upgrade their skills.

Programs focusing on soft skills, emotional intelligence, and team dynamics improve interpersonal relationships and communication within the organization. Training future leaders to understand and influence organizational behavior positively.

Ref: Tracey, W.R. (2012). Designing training and development systems. New York: American Management Association.

3. Performance Management and Motivation

Clear performance expectations and regular feedback motivate employees and align their efforts with organizational goals and acknowledging and rewarding good performance encourages desired behaviors and enhances employee morale.

Performance management system is becoming an important tool in present scenario of high competition amongst the employees as well as organizations. Therefore, each employee and an organization are continuously finding ways to lead others. Everyone is making efforts to reduce the product cost to the best possible extent and to deliver the goods as per customers need and satisfaction. To manage the triangular frame of employees motivation, customers need with satisfaction and organizations end interest, the optimum utilization of human resource is very important which is possible only if the employee’s performance is taken care of by proper measurement.

Varma, A. (2010). Performance management systems : a global perspective. London: Routledge.

4. Employee Engagement and Job Satisfaction

Employee engagement and job satisfaction both deserve equal attention if you are to maximize your workforce’s potential and enable the growth of your organization.

HRM implements strategies to increase employee engagement, leading to higher job satisfaction, productivity, and retention.

Policies promoting work-life balance reduce stress and burnout, contributing to a healthier organizational climate.

Ref : Trower, C.A. (2012). Success on the tenure track : five keys to faculty job satisfaction. Baltimore: The Johns Hopkins University Press.

5. Conflict Resolution and Employee Relations

The employment relationship can be seen as relationship between employer and employee including both cooperation (in order to produce goods and services) and conflict (raising when deciding employment conditions: roles and responsibilities as well as how to divide economic return acquired) between the two actors.

HRM plays a critical role in resolving conflicts and maintaining harmonious employee relations and creating platforms for employees to express their opinions and concerns fosters a sense of belonging and commitment.

Ref: Lipsky, D.B. (2016). Managing and resolving workplace conflict : volume 22. Emerald Group Publishing.

6. Organizational Change and Development

Organizational Change Management is about an organization achieving a desired future state from its current state with minimal disruption or negative impact to the organization.

Human Resource  is  facilitates smooth transitions during organizational changes, such as mergers, restructuring, or cultural shifts, by managing employee expectations and reducing resistance and Implementing interventions aimed at improving organizational effectiveness and employee well-being.

Ref: Dipak Kumar Bhattacharyya (2011). Organizational change and development. Oxford University Press.

7. HR Policies and Organizational Behavior

Implementing HR policies will empower and protect employees and minimize business risks. Crafting policies that reflect the organization’s values and ethical standards influences employee behavior and organizational culture.

Ensuring adherence to laws and regulations to create a fair and just workplace environment.

Ref: Fazey, M. (2020). Human Resource Policy. Anthem Press.

8.      Technology and HRM

Using data to understand and predict employee behavior, helping to make informed HR decisions. And streamlining HR processes to allow more focus on strategic initiatives that impact organizational behavior.

Technology has evolved in HR, changing the way human resource management works. Moving away from paper-based systems to computerized databases, HR functions have become more efficient and effective. Cloud technology has made it possible for data to be accessed from anywhere at any time. Plus, AI has given HR processes a major boost. For instance, AI-powered chatbots screen candidates based on criteria and algorithms that analyze employee behavior to support decision-making. An organization even implemented an AI talent acquisition system that reduced manual effort by 70%.

Ref: Machado, C. and J Paulo Davim (2014). Human Resource Management and Technological Challenges. Cham: Springer International Publishing