1.
Introducion
Human resources management is the set of practices, policies and strategies adopted by an organization to
effectively manage the people who are part of it. This involves recruitment, selection, training,
development, performance evaluation, compensation, benefits, internal communication and other
activities related to the wellbeing and development of employees. The objective of human resources
management is to ensure that company has the talent necessary to achieves its objectives.
1.1 Definition
Human resources management (HRM) is the strategic approach to managing an organization
´s most valuable asset-its people. It involves the recruitment, selection, training development
of employees to achieve organization goals effectively and efficiently. HRM also
encompasses ensuring compliance with employment laws and regulations, fostering a
positive work culture, managing employee relations, and addressing issues such as
compensation, benefits, performance management, and organizational development.
Ultimately, HRM aims to align the workforce with the organization´s objectives and to create
an environment where employees can thrive and contribute to the company´s success.
2. Development
The role of human resources management (HRM) in development ins multifaceted:
1. Identifying Development Needs:
HRM assesses the skills, competencies, and career aspirations of employees to
identify areas for development. This involves conducting performances appraisals,
skills assessments, and career, skills assessments, and career discussions.
2. Designing Development programs:
HRM designs and implements development programs tailored to the organization`s
needs and the individual aspirations of employees. These programs may include
training workshops, seminars, coaching, mentoring, job rotations, and educational
assistance.
3. Facilitating Learning Opportunities:
HRM facilitates access to learning opportunities both internally and externally. This
may involve organizing training sessions, partnering with educational institutions, or
providing access to online courses and resources.
4. .Promoting Career Development:
HRM plays a key role in promoting career development by providing guidance,
resources, and support to employees they progress in their careers. This includes
offering career counseling, creating career paths, and facilitating opportunities for
advancement within the organization.
5. Supporting Succession Planning:
HRM collaborates with management to identify and develop future leaders within
the organization through succession planning initiatives. This involves grooming
high-potential employees for leadership roles and ensuring a smooth transition of
talent as senior leaders retire or move on.
6. Monitoring and Evaluating Development Initiatives:
HRM monitors and evaluates the effectiveness of development initiatives the ensure
they align with organizational objectives and yield desired outcomes. This may
involve tracking employee progress, gathering feedback, and making adjustments as
needed.
Overall, HRM plays a pivotal role in driving employee development initiatives that enhances
skills, foster career growth, and contribute to the overall success of the organization.
3. Suggestion
Human resources management plays a crucial role in organizations by:
1. Talent Acquisition.
2. Training and Development.
3. Performance Management
4. Compensation and Benefits
5. Employee Relations
6. Legal compliance
7. Organizational Development
8. Employee Engagement
9. Diversity and Inclusion
10. HR technology
Conclusion
In conclusion, it is evident that the human resources management plays an essential and
transformative role within organizations. From attracting and retaining talent to developing and
motivating employees, HRM acts as a catalyst for organizational success. By fostering a culture
of collaboration, continuous learning, and employee well-being, the human resources
management not only drives individual performance but also strengthens the organization´s
overall capacity to adapt and thrive in an ever-changing business environment. Ultimately,
investing in HRM effectiveness is not only a smart business strategy but also a moral imperative
to create fairer, more inclusive, and sustainable workplaces.
References
References for the role a human resources manager may vary depending on the
prespective and specific needs of the organization.
However, some common references include:
● Professional code of Ethics
● Labor Legislation and Regulatory Standards
● Industry Standards and Practices
● Surveys and Trend Studies
● Academic Literature
● Company Benchmarking
● Feedback and Performance Assessment
● Self- Assessment and Professional development
By integrating these references, human Resources Managers can develop a holistic
and effective approach to managing people within organizations.
