Some Key Result Areas of HRM

Figure 1. What does HR do?

     

Some Key Result Ares of HRM

The change is constant, HR is no exception. HR is plays vital role in Organization success. There are many areas in HR contribute towards the growth of an organization. Let’s understand what Human Resources Management is.   

According to Armstrong & Taylor, (2014) “Human resource management (HRM) is concerned with all aspects of how people are employed and managed in organizations. It covers the activities of strategic HRM, human capital management, knowledge management, corporate social responsibility, organization development, resourcing (workforce planning, recruitment and selection and talent management), learning and development, performance and reward management, employee relations, employee well-being and the provision of employee services. It also has an international dimension.”

 

Strategic HRM

With globalization it is more interesting time for HR Managers to meet the requirement of production and sales in other words heavy competition to produce more with lower cost. To make workers more productive to do things better and less expensively. The HR should play key role to achieve the strategic aim of the Organization. (Dessler, 2005).

 

Human Capital Management

HR must obtain data and analyse and report to Management that gives the direction of value-adding, managing people, strategic move, investment plans and operational decision to some extent. (Armstrong & Taylor, 2014).

 

Knowledge Management

To enhance the learning and performance Organization through Knowledge Management that is by implementing, creating, sharing, using, and managing the knowledge and information of an organization. (Girad, 2015)

 

Corporate & Social Responsibility

CSR is responsibility taken by the Companies to enhance the positive influence in the environment.

 

Organization Development

Usually refers as OD, the strategic plans undertaken to implement programmes designed to improve and enhance the effectiveness with which an organization functions and responds to rapid change. (Armstrong & Taylor, 2014)

 

Resourcing (workforce planning, recruitment and selection and talent management)

Attracting suitable candidates for a particular job and retain the high performers. Importantly make necessary internal moves to achieve the goals of the Company and get maximum out of skills available.

 

Learning and Development

HR should enhance employee skills through necessary trainings and knowledge sharing. In Some countries it is mandatory to provide assistance for L&D.

 

Performance and Reward Management

Timely reward is an essential part of HR responsibility, HR should align the Reward strategy with Performance Appraisal and be transparent on the criteria’s set for evaluating the employees.

 

Employee Relations

Employee relations refers to the relationship between employer and employee or teams. Where the positive relations exist Companies can expect positive outcome too.

 

Employee well-being and the provision of employee services

Employee wellbeing is about being there for employees when unplanned events occurred. Either at workplace and outside, problems can negatively impact employee performance, engagement, and productivity. Due to this Company performance can also impact negatively. (Vulpen, 2016).

References

Armstrong, M. & Taylor, S., 2014. HUMAN RESOURCE MANAGEMENT PRACTICE. 13 ed. London: Kogan Page Limited.

Dessler, G., 2005. Human REsources Managment. 10 ed. New Delhi: Prentice-Hall of India Private Limited.

Girad, J., 2015. Defining knowledge management. Toward an applied compendium, 3(1), pp. 1-20.

Vulpen, E. V., 2016. https://www.aihr.com/. [Online]
Available at: https://www.aihr.com/blog/human-resources-functions/
[Accessed 03 05 2022].