Proper staff is necessary for both small and large businesses and selecting suitable candidates is a task for HR experts. Let’s consider what human resource management basics are required if you desire to be one of these professionals.
Your employees are those who will define the success of your business. The performance of workers can be a liability or asset to an organization. You as an HR specialist will play a key role in how prosperous your organization will be. Good HRM (Human Resource Management) is necessary for companies of all sizes.
If you have worked in HR for many years, we hasten to make you happy. Do you know that some of the HR processes can be automated? Thus, if you go to hr process automation, you will find out key processes HR teams can automate today and what problems can be solved with the assistance of automation software. Nevertheless, we should not forget that you should be aware of three HRM basics if you want to call yourself a professional. Let’s consider these basics in detail.
Definition of Human Resource Management
Before we dive into three HR basics every expert should know, that there is a need to possess a good understanding and answer the “what is human resource management” question. Briefly speaking, HRM or Human Resource Management is the practice of managing employees in order to increase better performance.
For instance, when your task is to hire new candidates for a business, you are searching for those applicants who fit the culture of your organization. The reason is that these people will be happier and as a result will stay in your company longer. Moreover, these candidates will be more productive in comparison to people who won’t fit into the culture of your organization.
Let’s consider another example – engagement. As a rule, engaged workers are more productive, perform work duties at higher quality, and make customers pleased. This means that one of the essentials of HRM is to discover effective ways to make workers more engaged. By this, you will assist your company greatly.
Definition of Human Resource
There is no doubt that it is a little bit strange to call people “human resources”. However, these human resources play important roles in the work of the company by contributing to it in one capacity or another.
These people constitute the workforce of an organization. They can be both regular workers or contractors. Also, let’s not forget that nowadays, we live in a time when the gig economy rises meaning more and more people are beginning to work for a company on a contract basis without entering a traditional labor contract. Independent contractors, employees offered by contract firms, on-call employees, and temporary assistance agency employees are referred to these people.
For example, an independent contractor can work under contract for many years at the same company, while an agency employee can work at 10 various organizations throughout one year.
Since these workers are all involved in the organization to a different extent, the ways of their management and involvement in the company should likewise be different. This is the main thing one should know about hr.
Future is for Robots?
As practice shows, more non-humans start to work at organizations more often. In this case, it is about the increase in robotization. Robots begin to be involved in daily work more often. What’s more important is that interaction between humans and machines is becoming more essential to the success of the company.
However, these machines can not regard human resources, still, there is reason to believe that they should be involved in them in some way for a reason they are part of the workforce.
Although your company may not interact with robot workers yet, you probably make use of the human resources management system. The human resource system covers a suite of software applications utilized to manage human resources and related processes throughout the employee lifecycle. With a human resources management system, an organization can understand its workforce completely while abiding by changing tax laws and labor regulations.
Three HRM Basics
When HRM is discussed, there are a number of elements that are regarded as cornerstones for effective human resource management policies. While one can enumerate a different number of these cornerstones, we are going to focus on the main three of them.
A list of human resource includes different functions such as compensation and benefits, recruiting and staffing, safety and compliance, training and development, talent management, etc. Recruitment and selection are considered probably the most visible elements of human resources. There is no doubt that everybody remembers his/her first interview.
The request for new employees often begins when a new job vacancy is created or an existing vacancy opens up. Then, the direct manager delivers a description of the certain vacancy to HR, and HR proceeds to recruit candidates. During this process, HR can utilize various selection instruments and tools in order to find the most suitable person to perform the work. These instruments involve interviews, various assessments, and other recruitment techniques.
In case when there are a lot of candidates for a certain job vacancy, HR may engage preselection tools. These instruments are helpful for HR to “separate the wheat from the chaff” when it comes to the fittest candidates. Those potential employees who have passed this round successfully can go over to the next round. Here they should pass an interview and get a more in-depth assessment.
After employees are on board, it is time to proceed to the next HR basic. It is workers’ education and development. Employees are the product of life experiences, the city and times they grow up in, and a number of cultural influences. HR work ways involve learning and education to ensure that workers will succeed in adapting to changes in technology, society, processes, and legal shifts.
Education and development assist workers to train for a new profession and improve their skills.
Learning and development processes are led by HR. If policies are good, they can be useful for promoting the organization toward its long-term aims.
A large number of companies possess pre-defined budgets for learning and development efforts. This budget is later distributed amongst workers, wherein trainees, potential leaders, and other people with high potential usually get more training possibilities than others.
Learning and development grant workers an opportunity to fill the gaps and develop the necessary skills in order to become true leaders. The 9-Box grid is a popular framework that binds performance management with learning and development activities. Based on employees’ performance and potential ratings, the human resources department along with managers can recommend various development plans.
Compensation and Benefits
If somebody asks you “what do you know about HR” you can answer without a doubt that compensation and benefits are one of the HR basics. Fair compensation can be helpful for motivating and retaining workers. Provision of equity and fairness is one of the fundamentals of HRM concerning wages payment.
Proper offer of pay is a key element of attracting the top candidates. However, there is a need to remember that there should be a balance between an offer of pay, the budget, and the profit margins of the organization. The HR team should follow salary increases and establish standards of quality. The tasks of HR can also include conducting a pay audit in some cases.
Compensation includes both primary and secondary compensation. Primary compensation involves directly paid money for work. As a rule, it is usually a monthly salary and rarely payment based on results of work.
Secondary compensation means all non-monetary rewards. These benefits can involve flexible working hours, additional holidays, day-care, official vehicle, pensions, laptop, etc. The main aim is to reward employees in ways that motivate them.
After you familiarize yourself with the main basics of HR, one may understand not only how to hr manage but also come to the conclusion that this is more complicated than it seems.
Let’s not forget that we discussed only three HR basics every expert should know. Aside from them, performance management, succession planning, creating corporate culture, employee mentoring throughout his/her employment in the organization, support during the dismissal process, and many others are worth attention.
None of the discussed human resources concepts and basics are isolated. All of them have the possibility to interact and affect each other. You can regard these fundamentals as building blocks. Effective management of every basic element promotes the strength of the next fundamental. In total, these human resources basics provide a workforce with the opportunity not just to work better but likewise perform at its maximum.
There is more and more you can learn about human resources and human resources management. However, every self-respecting HR professional should be aware of the human resources management basics discussed earlier. If you are not sure you know at least the main human resources management fundamentals, then this article will be handy for you to improve your knowledge about these HRM basics.