Human resource

Management
INTRODUCTIO
N
• Human resource management (HRM) is the
practice of recruiting, hiring, training and
managing a company's workforce.

• It encompasses the processes of selecting,

onboarding, empowering, assessing, and
compensating employees.

• HRM is part of a company's overall management

strategy and is closely linked to other areas such
as payroll, benefits, and compliance (Mazur &
Walczyna, 2020)
Example of Human resource management

Some examples includes:

 Recruiting and hiring new employees.

 Training and Development.

 Performance development.

 Compensation and Benefit.

 Employee relations.
Employee Recruitment and
Retention
Employee Recruitment
 Employee recruitment is the process of sourcing and
selecting the most suitable candidates for a role.

 The process typically involves advertising the role,

conducting interviews, testing, and making an offer of
employment (Köchling & Wehner, 2020).

Employee Retention
 Retention strategies focus on creating an environment
where employees feel valued, engaged, and motivated to
stay with the company (Singh, 2019).
 Retention is important for maintaining continuity in the
workplace and for reducing the costs associated with
recruiting and training new employees.
Managing employee performance

From the following way we can manage the

employee performance:

 Set Clear and Goals and objectives.

 Monitor performance.
 Provide coaching and Development.
 Communication openly and Honestly.
 Analyze Performance Data.
Benefits of human resource
management
 Human resource management (HRM) helps organizations to optimize their recruitment and retention strategies to ensure they hire and
retain the most qualified employees.

 HRM helps organizations to cultivate a positive and productive organizational culture by setting expectations, encouraging collaboration,
and creating a sense of camaraderie (Maaroof & Çalik, 2021).

 HRM helps organizations to stay compliant with labor laws and regulations by ensuring they are following all relevant laws and regulations.

 HRM helps organizations to save money by streamlining processes, reducing paperwork, and optimizing payroll and benefits.

 HRM helps organizations to foster better communication between employees and management by providing clear policies and procedures
(Rakesh D et al., 2022).
Motivation for employee
Importance of Motivation
 Motivation is important for employees because it
encourages them to do their best work.

 When employees feel motivated, they are more likely

to take initiative, work harder, and stay focused on
their goals.

 Additionally, motivated employees are more likely to

stay with their company, leading to a more stable
workforce.
Conclusion
 Therefore, Human resource management is an important part of any organization and its success.

 There is no single formula for success, but rather a combination of strategies, practices, policies, and
tools that must be tailored to fit the needs of the organization and its people.

 HRM can be used to increase efficiency and productivity, foster engagement, and retain top talent.

 By understanding the unique needs of their organization, HR professionals can create an effective
HRM system that will help the organization reach its goals.
 References:
 Köchling, A., & Wehner, M. C. (2020). Discriminated by an algorithm: a systematic review of discrimination
and fairness by algorithmic decision-making in the context of HR recruitment and HR development. Business
Research, 13(3), 795–848.
 Maaroof, A., & Çalik, A. (2021). Why is an organization’s culture an important relationship to its human
resource management? Journal of Scientific Research and Development.
 Mazur, B., & Walczyna, A. (2020). Bridging sustainable human resource management and corporate
sustainability. Sustainability, 12(21), 8987.
 Rakesh D, D., Muhammed, M., N V, M., & Abhilash, M. (2022). HUMAN RESOURCE MANAGEMENT.
 Singh, D. (2019). A literature review on employee retention with focus on recent trends. International
Journal of Scientific Research in Science and Technology, 6(1), 425–431.