Human resources management

1.

HUMAN RESOURCES
MANAGEMENT
Prepared by:
Chirkova S.I.
Mi-ZME-202

2.

INTRODUCTION
Human Resources Management (HRM) is essential for managing an organization's
most valuable asset - its people. Effective HRM ensures that the right people, with
the right skills and experience, are in the right roles, and focuses on developing and
retaining employees to foster a culture of innovation and growth.
HRM is responsible for functions such as recruitment, training and development,
performance management, compensation and benefits, employee relations, HR
technology, and legal compliance. HRM helps ensure the organization has the
necessary human capital to achieve its goals, promotes diversity and inclusion, and
ultimately contributes significantly to the organization's success and growth

3.

DEFINITION OF HRM
HRM, or Human Resources Management, is the strategic
approach to managing an organization's human capital. It
involves the coordination of various HR functions to attract,
develop, motivate, and retain employees who can contribute to
the organization's success.
The primary functions of HRM include staffing, training and
development, performance management, compensation and
benefits, employee relations, HR technology, and legal
compliance. These functions are crucial for managing human
capital effectively, aligning employees with organizational
goals, and creating a positive work environment.

4.

STAFFING
Staffing is the process of identifying and
hiring the right candidates for the right
positions in an organization. The recruitment
process involves attracting a pool of qualified
candidates and selecting the best-fit applicant
for the job.
Job analysis is the process of identifying the
duties, responsibilities, and requirements of a
particular job.
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5.

EMPLOYEE TRAINING AND DEVELOPMENT
Employee
training and development is the process of improving an
employee's skills and knowledge to perform their job better and achieve
their career goals. It involves identifying the skills and knowledge gaps and
providing training and development programs to fill them.
Orientation is an introductory program for new employees, providing an
overview of the organization, its culture, policies, and procedures. On-thejob training is a type of training that occurs in the work environment and
involves hands-on learning and job shadowing. Skill development programs are
designed to enhance an employee's skills, such as leadership, communication,
and technical skills.
Employee training and development is essential for improving employee
performance, engagement, and job satisfaction, and ultimately contributes to the
organization's success.

6.

PERFORMANCE MANAGEMENT
Performance management is the process
of setting goals, monitoring progress,
providing feedback, and evaluating
employee performance. It involves
formal evaluations and feedback to
improve performance and align it with
organizational goals. Effective
performance management helps improve
job performance, support career
development, identify top performers,
and improve overall organizational
performance.

7.

COMPENSATION AND BENEFITS
Compensation and benefits refer to the rewards and benefits that employees
receive in exchange for their work. Compensation includes salary, bonuses,
and other monetary incentives, while benefits include health insurance,
retirement plans, and other non-monetary rewards.
Compensation and benefits programs are designed to attract and retain top
talent, motivate employees, and ensure fair pay practices. Different types of
compensation and benefits can be used to meet the needs and preferences of
employees, while also aligning with the organization's budget and overall
compensation philosophy.
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8.

EMPLOYEE RELATIONS
Employee relations refer to managing the relationship
between an organization and its employees. Effective
employee relations involve creating a positive work
environment,
promoting
employee
motivation,
engagement, and retention.
Strategies include offering career development
opportunities, recognizing employee achievements,
fostering communication, promoting work-life balance,
providing employee feedback and support, and
promoting diversity and inclusion. Effective employee
relations can lead to improved organizational
performance and a positive workplace.

9.

HR TECHNOLOGY
HR technology refers to the use of software, tools, and analytics to manage and
automate HR functions. HR technology has a significant impact on HRM as it
can improve efficiency, accuracy, and accessibility of HR data.
HR software can include HR management systems (HRMS), applicant tracking
systems (ATS), and performance management systems. HR tools can include
employee self-service portals, time and attendance systems, and benefits
administration systems. Analytics tools can provide insights into employee
data, such as turnover rates, employee satisfaction, and performance metrics.
The use of HR technology can help HR professionals streamline their
processes, reduce administrative tasks, and focus on strategic HR initiatives. It
can also improve the employee experience, provide real-time data, and support
evidence-based decision-making.
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10.

LEGAL ISSUES IN HRM
Legal issues in HRM refer to laws and regulations related to employment that
organizations must comply with. Failure to comply with these laws and
regulations can result in legal consequences and penalties.
Laws and regulations related to employment include equal employment
opportunity laws, labor laws, workplace safety laws, and other regulations
related to employee privacy, benefits, and compensation. These laws and
regulations aim to prevent discrimination, ensure fair labor practices, and
protect employee rights.
Compliance with legal issues in HRM is essential for organizations to avoid
legal disputes and maintain a positive reputation. HR professionals must stay up
to date with changes in employment law and regulations and ensure that their
organization complies with them.
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11.

CONCLUSION
In conclusion, effective Human Resources Management (HRM) is crucial for
managing an organization's most valuable asset - its people. We covered several
key functions of HRM, including staffing, training and development,
performance management, compensation and benefits, employee relations, HR
technology, and legal compliance.
HRM is essential for attracting and retaining top talent, improving employee
performance, and aligning employee goals with organizational objectives.
Effective HRM can create a positive work environment, foster employee
engagement and retention, and contribute to overall organizational success.
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12.

THERE ARE MANY EXAMPLES OF SUCCESSFUL
IMPLEMENTATION OF HRM PRACTICES IN
ORGANIZATIONS
Google: Google is well-known for its effective HRM practices, including their
use of data analytics to measure employee satisfaction and engagement. They
offer employees numerous benefits, including free meals, wellness programs,
and opportunities for professional development.
Southwest Airlines: Southwest Airlines is known for its positive company
culture, which is a result of their HRM practices. They emphasize employee
engagement and empowerment, offer competitive benefits packages, and
provide extensive training and development opportunities for their employees.
Airbnb: Airbnb has a unique approach to HRM, which includes encouraging
remote work and using technology to connect with their employees. They also
offer employees travel vouchers to encourage them to experience their product,
and they prioritize diversity and inclusion in their hiring practices.
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13.

TEST
1.1. What is the purpose of the performance appraisal process?
2.a) Improving the work environment
3.b) Increasing employee salaries
4.c) Linking performance to job duties
Answer: c)
2.2. What functions are included in HRM?
3.a) Marketing and sales
4.b) Finance and accounting
5.c) Staffing, training and development, performance management, compensation
and benefits, employee relations, HR technology, and legal compliance
Answer: c)
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14.

TEST
1.3. What is "employee engagement" in the context of HRM?
2.a) Providing support to employees to solve their problems
3.b) Retaining employees in the workplace
4.c) Encouraging employees to feel connected and committed to their work and
the organization
5.Answer: c)
6.4. What is the purpose of HR technology in HRM?
7.a) Improving employee engagement
8.b) Reducing the number of HR functions
9.c) Automating HR functions and providing real-time data
10.Answer: c)
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15.

TEST
1.5. Name one example of a company with effective HRM practices and explain
why they are successful.
2.Answer: This is an open-ended question and could have many possible
answers. Some examples of companies with successful HRM practices include
Google, Southwest Airlines, Airbnb, and Marriott International. Students could
explain why they think the company is successful and what HRM practices
they use to create a positive work environment and improve employee
engagement and retention.
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16.

SOURSES
Armstrong, M. (2019). Armstrong's Handbook of Human Resource Management
Practice. Kogan Page Publishers.
Guest, D. E. (2017). Human resource management and employee well-being:
Towards a new analytic framework. Human Resource Management Journal, 27(1),
22-38.
Huselid, M. A., Becker, B. E., & Beatty, R. W. (2013). The workforce scorecard:
Managing human capital to execute strategy. Harvard Business Press.
Pfeffer, J. (2014). Human resource management: An imperative for the 21st century.
Academy of Management Perspectives, 28(4), 26-34.
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting ‘human’
back into strategic human resource management. Human Resource Management
Journal, 21(2), 93-104.

17.

THANK YOU FOR YOUR
ATTENTION!