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Vincent Jan L.


January 21, 2015

Human Resource Management (HRM)

The management function that is concerned with getting, training, motivating, and
keeping competent employees.

It is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety,
wellness, benefits, employee motivation, communication, administration, and training.

It is also a strategic and comprehensive approach to managing people and the workplace
culture and environment. Effective HRM enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the
organization's goals and objectives.

Applies to For-Profits and Nonprofits
Most HRM in Nonprofits are often volunteers and not paid in money but
compensated in other ways but should be treated as employees like the Profitable

Functions of HRM
HR’s primary purpose is to ensure that the right people are working in the right places to
accomplish the organization’s goal.
• Balancing the supply of employees with the demand for employees.
• Matching the talents and skills of employees with those required by the organization.
• Creating a working environment that fosters high employee performance.
• Meeting the pay and benefits needs of employees.
HR is responsible to develop programs that will attract, select, develop, and retain the talent
needed to meet the organizational mission. So whether you are an HR department of one or a
combination of multiple departments that include hundreds of employees, your primary
responsibility is talent management.
The Legal Environment of HRM
• Affirmative Action plan or program
- It is a management tool designed to ensure equal employment opportunity. A central
premise underlying affirmative action is that, over time, absent discrimination, a
contractor's workforce will generally reflect the gender, racial, and ethnic profile of the
labor pools from which the contractor recruits and selects.
• Work Councils
- Nominated or elected employees who must be consulted when management makes
decisions involving personnel.
• Board Representatives
- Employees who sit on a company's board of directors and represent the interests of

• Job analysis -An assessment of the kinds of skills.Knowledge. 2015 Employment Planning • The process by which management ensures it has the right number and kinds of people in the right places at the right time.Vincent Jan L. knowledge. and abilities required of the job holder . prior employer.Tasks. who are capable of helping the organization achieve its goals. Assessing future human resources needs and developing a program to meet those needs. • Steps in the planning process: 1. Employee Assessment • Human Resouce Inventory Report -A report listing the name. languages spoken. 2. education.A statement of the minimum acceptable qualifications that an incumbent must possess to perform a given job successfully . and why it is done. skills. and other information about each employee in the organization. Assessing current human resources. Job Analysis Components • Job description . how it is done. • Job specification . training.A written statement of what a job holder does. Ten ENCH_4A January 21. . and abilities needed to successfully perform each job in an organization. duties and responsibilities that the job entails.