What are the 7 roles of Human Resource Management


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Human Resource Management (HRM) is the process of managing people in organizations. HRM includes the process of recruiting, hiring, training, and managing employees. HRM is a strategic process that helps organizations achieve their goals by making the most of their human capital.

The 7 roles of HRM are:

1. Recruitment and Selection: The HRM function of recruitment and selection helps organizations identify and hire the best employees for the job. This includes activities such as job postings, job fairs, and background checks.

2. Training and Development: The HRM function of training and development helps employees learn the skills they need to be successful in their jobs. This includes activities such as new employee orientation, job training, and continuing education.

3. Employee Relations: The HRM function of employee relations helps organizations maintain a positive relationship with their employees. This includes activities such as communication, conflict resolution, and employee recognition.

4. Compensation and Benefits: The HRM function of compensation and benefits helps organizations attract and retain employees. This includes activities such as salary administration, benefits administration, and performance-based pay.

5. Safety and Health: The HRM function of safety and health helps organizations create a safe and healthy work environment. This includes activities such as safety training, ergonomic assessments, and first aid.

6. Employee Records: The HRM function of employee records helps organizations keep track of employee information. This includes activities such as timekeeping, personnel files, and payroll.

7. HRIS: The HRM function of HRIS helps organizations manage their HR data. This includes activities such as data entry, data analysis, and data reporting.

Human resource management is the process of managing people in organizations. It is a strategic and comprehensive approach to managing people that seeks to promote their well-being and improve their performance in organizations. The goals of human resource management are to attract, develop, motivate, and retain employees.

Human resource management is a critical function in organizations. It helps organizations to attract and retain employees, and to promote their well-being and performance. The human resource management function also helps to ensure that employees are able to contribute to the organization’s success.

Organizations today are facing a number of challenges that make human resource management more important than ever before. These challenges include globalization, the increasing importance of knowledge and technology, the changing nature of work, and the need to manage a diverse workforce.

Globalization has led to the need for organizations to manage a workforce that is spread out across the world. The increasing importance of knowledge and technology has made it necessary for organizations to invest in employee training and development. The changing nature of work has made it necessary for organizations to manage a workforce that is more mobile and flexible. And the need to manage a diverse workforce has led to the need for organizations to develop policies and practices that are inclusive and that respect the rights of all employees.

Human resource management is important because it helps organizations to address these challenges and to maintain a competitive edge. By attracting and retaining the best employees, and by promoting their well-being and performance, human resource management helps organizations to create a competitive advantage.

Human Resource Management (HRM) is the process of managing people in organizations. It is a strategic and comprehensive approach to the management of people that seeks to ensure that an organization’s human capital contributes to the achievement of its strategic objectives.

The concept of HRM has evolved over time, and there is no single definition that universally applies to all organizations. However, there are certain basic concepts that are widely accepted and practiced by HR professionals. These concepts include:

1. The strategic role of HRM

2. The HR function

3. The HR department

4. HRM policies and practices

5. The HRM cycle

6. HRM objectives

7. The HRM function in a global context

1. The strategic role of HRM:

The role of HRM has evolved over time, and it is now widely recognized as a strategic function that contributes to the overall success of an organization. HRM is responsible for attracting, developing, and retaining the human capital that an organization needs to achieve its strategic objectives.

2. The HR function:

The HR function is responsible for carrying out the day-to-day activities of HRM. This includes tasks such as recruitment, selection, training, and performance management. The HR function is typically organized into a number of distinct sub-functions, such as employee relations, payroll, and benefits administration.

3. The HR department:

The HR department is the organizational unit that is responsible for the HR function. The size and structure of the HR department will vary from organization to organization, depending on the size of the organization and the complexity of its HRM requirements.

4. HRM policies and practices:

HRM policies and practices are the rules and procedures that govern the HR function. They are designed to ensure that the HR function is carried out in a consistent and effective manner. Common HRM policies and practices include recruitment policies, selection procedures, training and development programs, and performance management systems.

5. The HRM cycle:

The HRM cycle is the sequence of activities that are carried out in order to manage the human resources of an organization. The HRM cycle includes the following steps: planning, recruitment and selection, training and development, performance management, and employee relations.

6. HRM objectives:

The HRM objectives of an organization are the goals that the HR function seeks to achieve. These objectives should be aligned with the overall strategic objectives of the organization. Common HRM objectives include reducing turnover, increasing employee satisfaction, and improving workforce productivity.

7. The HRM function in a global context:

The globalization of business has had a significant impact on the HRM function. Organizations now operate in a global context, and they must manage their human resources in a way that is responsive to the needs of a global market. The HRM function in a global context must be able to identify and attract the talent that is needed to compete in a global market.

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