Human Resource Management Overview

Strategic and coherent approach to managing an organization's most important assets - the people working there.
Focuses on people who individually and collectively contribute to achieving organizational objectives.
Process of managing people in a structured and thorough manner.

Inherent part of management - performed by all managers throughout the organization, not just the personnel department.
People-centered - Concerned with all categories of personnel, from top to bottom of the organization.
Pervasive function - Performed by all managers, regardless of level.
Requires specialized expertise in personnel management and industrial relations.
Continuous process, not a "one-shot" function, must be continuously performed to achieve organizational objectives.
Development-oriented - Concerned with the development of every employee, providing suitable training and development programs to achieve organizational goals.
Based on human relations - Directed towards improving human relations in the organization. Stresses solving personnel problems to achieve both organizational and employees' personal goals. Considers every employee as an individual to provide services for their satisfaction and growth.
Integrating mechanism - Acts as an intra-connecting mechanism between various departments. Helps maintain warm and cordial relationships between employees working at various departments and levels in the organization. Believes in teamwork for achieving organizational goals.

Human resources planning - Identifies the number of job vacancies, determines if there is excess or shortage of staff, and deals with these situations.
Job analysis and design - Detailed explanation of each job in the company. Used to create advertisements.
Recruitment and selection - Based on job analysis information, prepares advertisements, receives applications, conducts interviews, and selects the right employee.
Orientation and induction - Introduces the new employee to the company and their role.
Training and development - Provides opportunities for employees to learn new skills and knowledge.
Performance appraisal - Evaluates employee performance to identify strengths and weaknesses.
Compensation and benefits - Determines salaries, wages, and other benefits. Looks into remuneration and compensation planning.
Motivation, welfare, health, and safety - Utilizes different methods of motivation to sustain the number of employees. Follows health and safety regulations for the well-being of employees.
Industrial relations - Maintains co-ordination between management and labor.

It is a strategic and coherent approach to managing an organization's most valuable assets - the people who contribute to achieving organizational objectives.
It is an inherent part of management performed by all managers.
It is focused on people and considers all categories of personnel from top to bottom.
It is a pervasive function performed by all managers at all levels of the organization.
It requires expert knowledge and skills in personnel management and industrial relations.
It is a continuous process that must be performed constantly to achieve organizational objectives.
It is development-oriented and concerned with the development of every employee through suitable training and development programs.
It is based on human relations and aims to improve relationships within the organization by addressing employee concerns.
It recognizes individual employees and strives to provide services for their satisfaction and growth.
It acts as an integrating mechanism between different departments and helps maintain positive relationships among people working at various levels.

Human resources planning: This involves assessing the company's staffing needs and addressing any excess or shortage of personnel.
Job analysis and design: This involves detailed descriptions of each job in the company, used to prepare advertisements for vacancies.
Recruitment and selection: This involves advertising job vacancies, receiving and screening applications, conducting interviews, and ultimately selecting the best candidate.
Orientation and induction: This involves introducing new employees to the company, its policies, and their roles and responsibilities.
Training and development: This involves empowering employees with the knowledge and skills necessary to perform their jobs effectively.
Performance management: This involves setting performance standards, reviewing performance, providing feedback, and identifying areas for improvement.
Compensation and benefits: This involves determining salary structures, benefits packages, and ensuring fair and competitive compensation practices.
Motivation, welfare, health, and safety: This involves implementing strategies to motivate employees, ensuring their well-being, and complying with health and safety regulations.
Industrial relations: This involves maintaining collaborative relationships with employees and their representatives, addressing labor issues, and ensuring a harmonious workplace.