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Human Resource Management Overview

HRM involves strategic planning with other departments to achieve organizational goals. It includes training programs aligned with the company's mission and values. HRM's main roles are staffing, developing policies, compensation administration, employee retention, training, ensuring legal compliance, health and safety, and considering external factors. HR functions include serving as a strategic partner, change agent, administering policies as an expert, and advocating for employees. The recruitment process provides a qualified applicant pool through staffing forecasts, job analysis, descriptions, specifications, and a recruitment plan followed by accepting applications and selection.

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57 views2 pages

Human Resource Management Overview

HRM involves strategic planning with other departments to achieve organizational goals. It includes training programs aligned with the company's mission and values. HRM's main roles are staffing, developing policies, compensation administration, employee retention, training, ensuring legal compliance, health and safety, and considering external factors. HR functions include serving as a strategic partner, change agent, administering policies as an expert, and advocating for employees. The recruitment process provides a qualified applicant pool through staffing forecasts, job analysis, descriptions, specifications, and a recruitment plan followed by accepting applications and selection.

Uploaded by

karina
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Module 1

Introduction to Human Resource Management

HRM today involves a high degree of strategic planning, which requires working with
other departments
Helping to achieve strategic goals through people
HRM training programs that are integrated with company’s mission and values

Human resource management (HRM) is the process of employing people, training them,
compensating them, developing policies relating to them, and developing strategies to
retain them. 

 Eight main roles that HRM plays in organization, which are as follows:

1. Staffing involves the entire hiring process from posting a job to negotiating a salary
package
2. Development of policies (Vacation time policy, Dress code, and Ethics policy)
3. Compensation and Benefit Administration
4. Employee retention and motivation: (The job they are performing, Challenges with their
manager, Poor fit with organizational culture, Poor workplace environment, and
compensation)
5. Training and development: (Job skills training, such as how to run a particular
computer program, Training on communication, Team-building activities, and Policy and
legal training, such as sexual harassment training and ethics training)
6. Dealing with law affecting employment: Human resource people must be aware of all
the laws that affect the workplace (Discrimination laws, Health-care requirements,
Compensation requirements such as the minimum wage, Worker safety laws, and
Labour laws)
7. Employee healthy and safety: Should be aware of worker protection requirements and
ensure the workplace is meeting both federal and union standards (Physical, biological or
chemical hazards, Heating and ventilation requirements, and Protection of private
employee information)
8. Awareness of external factors: Needs to consider the outside forces at play that
may affect the organization. It maybe things that could positively or negatively impact
human resources.

 HR Functions

1. Strategic Partner  - this HR role is focused on the development of strategies that align
with the goals and objectives of the organization as a whole.
2. Change Agent - when an organization needs to expand, evolve or alter its goals or
objectives, the change agent is the HR role that communicates those organizational
changes internally and helps adapt the organization for its next stage of growth or
evolution. 
3. Administrative Expert and Functional Expert - the function of this HR role is to
understand and implement policies, procedures, and processes that relate to the
strategic HRM plan.
4. Employee Advocate - the function of this HR role is to assist, support and protect
current employees within the organization. 

Module 2
The Recruitment Process
The recruitment process is an important part of human resource management (HRM).
Recruitment is defined as a process that provides the organization with a pool of qualified
job candidates from which to choose.
 Stages of the recruitment process
1. Staffing Plans; Staffing plans and forecasting to determine how many people they will
need
2. Job Analysis; Determine what tasks people actually perform in their jobs
3. Job Description; List of tasks, duties, and responsibilities of the job.
4. Job Specification; Discuss the skills and abilities the person must have to perform the
job
5. Know Laws Relating to Recruitment
6. Develop a Recruitment Plan
7. Implement Recruitment Plan
8. Accept Application
9. Selection Process

Module 3
The Selection Process

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