HRM IS THE STUDY OF ACTIVITIES REGARDING PEOPLE WORKING IN AN ORGANIZATION.

HRM IS A MANAGERIAL FUNCTION THAT TRIES TO MATCH AN ORGANIZATION’S NEEDS TO THE SKILLS AND ABILITIES OF ITS EMPLOYEES

HUMAN RESOURCES MANAGEMENT (HRM) IS A MANAGEMENT FUNCTION CONCERNED WITH HIRING, MOTIVATING AND MAINTAINING PEOPLE IN AN ORGANIZATION. IT FOCUSES ON PEOPLE IN ORGANIZATIONS.

HRM IS THE PERSONNEL FUNCTION WHICH IS CONCERNED WITH PROCUREMENT, DEVELOPMENT, COMPENSATION, INTEGRATION AND MAINTENANCE OF THE PERSONNEL OF AN ORGANIZATION FOR THE PURPOSE OF CONTRIBUTING TOWARDS THE ACCOMPLISHMENTS OF THE ORGANIZATION’S OBJECTIVES.

HUMAN BEINGS ARE SOCIAL BEINGS AND HARDLY EVER LIVE AND WORK IN ISOLATION.

WE ALWAYS PLAN, DEVELOP AND MANAGE OUR RELATIONS BOTH CONSCIOUSLY AND UNCONSCIOUSLY.

FROM CHILDHOOD EACH AND EVERY INDIVIDUAL ACQUIRE KNOWLEDGE AND EXPERIENCE ON UNDERSTANDING OTHERS AND HOW TO BEHAVE IN EACH AND EVERY SITUATIONS INLIFE.

THE RELATIONS ARE THE OUTCOME OF OUR ACTIONS AND DEPEND TO A GREAT EXTENT UPON OUR ABILITY TO MANAGE OUR ACTIONS.

LATER WE CARRY FORWARD THIS LEARNING AND UNDERSTANDING IN CARRYING AND MANAGING RELATIONS AT OUR WORKPLACE

THE WHOLE CONTEXT OF HUMAN RESOURCE MANAGEMENT REVOLVES AROUND THIS CORE MATTER OF MANAGING RELATIONS AT WORK PLACE.

HR TEAMS FOUND SUCCESS IN SOCIAL MEDIA FOR RECRUITMENT.

LEARNING AND DEVELOPMENT THRUSTS ARE EFFECTIVE IN RETAINING EMPLOYEES AND KEEPING THEM ENGAGED.

COMPANIES THAT HAVE MORE DIVERSE MANAGEMENT TEAMS HAVE 19% HIGHER REVENUE DUE TO INNOVATION. THIS FINDING IS HUGE FOR TECH COMPANIES, START-UPS, AND INDUSTRY WHERE INNOVATION IS THE KEY TO GROWTH".

"MOST HR TEAMS IN THE PHILIPPINES TYPICALLY HAVE 1 TO 5 MEMBERS.

MOST HR TEAMS IN THE PHILIPPINES ARE VERY SMALL, TYPICALLY WITH LESS THAN FIVE HUMAN RESOURCE SPECIALISTS PER COMPANY

OTHER COMPANIES, MOSTLY MAJOR ONES, HAVE ESTABLISHED TEAMS COMPOSED OF 6 TO MORE THAN 20 EMPLOYEES. GENERALLY, BIGGER COMPANIES WITH LARGER BUDGETS HAVE THE OPPORTUNITY TO SUPPORT HR TEAM EXPANSION AND GROWTH

MANY HR PROFESSIONALS FELT THAT THEY CAN’T SUPPORT THEIR OWN GROWTH BECAUSE OF RELATIVELY SMALL FUNDING. THIS TELLS US THAT HUMAN RESOURCES TEAMS' GROWTH ARE HEAVILY DEPENDENT ON FINANCIAL SUPPORT THEY GET FROM THEIR RESPECTIVE COMPANIES

ANOTHER CHALLENGE FOR MOST HR TEAMS IS THE ENTIRE RECRUITMENT PROCESS.

LOTS OF RECRUITERS STILL MANUALLY FIND, FILTER, AND PICK THE RIGHT CANDIDATE FOR ANY AVAILABLE ROLE.

BUT MANY HUMAN RESOURCES TEAMS SUCCESSFULLY USED TECH-BASED PLATFORMS SUCH AS ONLINE JOB BOARDS AND SOCIAL MEDIA TO FIND TALENT.

HOWEVER, THE REST OF THE RECRUITMENT PROCESS STILL REQUIRES GRUNT WORK THAT EATS UP A LOT OF THEIR PRODUCTIVE TIME.

HR PROFESSIONALS AGREE THAT INNOVATION AND TECHNOLOGY IS KEY TO ACHIEVING SUCCESS IN THE COMING YEARS.

THEY AGREE THAT PROCESS AUTOMATION ENABLED BY HR AND PAYROLL SOFTWARE WILL SUSTAIN HUMAN RESOURCES GROWTH FOR 2020 AND BEYOND.

MOST HR TEAMS ARE IN FAVOR OF USING PROCESS AUTOMATION ACROSS THE BOARD.

EFFICIENCY AND PRODUCTIVITY ARE KEY FACTORS IN ACHIEVING AND MAINTAINING SUCCESS IN THE FIELD OF HUMAN RESOURCEs.

FUNCTIONS OF HRM: Recruitment and Selection, Employee motivation, employee evaluation, industrial relations, training and development

RECRUITMENT AND SELECTION is HIRING THE RIGHT PEOPLE IS CRUCIAL FOR ANY ORGANIZATION AND THIS RESPONSIBILITY TO HIRE THE PERFECT FIT FOR A JOB ROLE IS OFTEN ASSIGNED TO HR PROFESSIONALS.

RECRUITMENT AND SELECTION IS FROM CREATING JOB DESCRIPTIONS TO GETTING THOSE JOBS PUBLISHED ON VARIOUS PLATFORMS TO SCHEDULING INTERVIEWS- HR HAS TO MAKE SURE THAT EACH PROCESS IS SMOOTH AND HASSLE-FREE

RECRUITMENT AND SELECTION IS BECAUSE OFFERING GREAT CANDIDATE EXPERIENCE IS ONE OF THE MAJOR FACTORS FOR BUILDING BRANDIMAGE.

EMPLOYEE MOTIVATION IS LACK OF CORDIAL PROFESSIONAL RELATIONSHIPS CAN IMPACT YOUR COMPANY CULTURE.

EMPLOYEE MOTIVATION IS CAN LEAD TO CONFLICTS OR NEGATIVITY IN THE ORGANIZATION.

EMPLOYEE MOTIVATION IS THIS IS THE REASON WHY HR PROFESSIONALS TRY TO FOSTER STRONG EMPLOYEE RELATIONS

EMPLOYEE MOTIVATION IS GOOD EMPLOYEE RELATIONS INCREASE POSITIVITY, IMPROVE COMMUNICATION AND COLLABORATION WHICH ULTIMATELY IMPROVE PRODUCTIVITY

EMPLOYEE MOTIVATION IS ORGANIZING TEAM BUILDING ACTIVITIES, CONDUCTING TOWN HALL SESSIONS, OR VIRTUAL EVENTS IN CASE OF REMOTE WORKERS, ALL FALL UNDER THE RESPONSIBILITIES OF AN HR PROFESSIONAL

GOOD EMPLOYEE RELATIONS HELP IN NURTURING A WORK ENVIRONMENT THAT ALLOWS EMPLOYEES TO EXPRESS THEMSELVES OPENLY THUS REDUCING THE CHANCES OF CONFLICTS.

EMPLOYEE EVALUATION IS PERFORMANCE MANAGEMENT IS THE ANSWER TO THIS QUESTION

98% OF BUSINESSES BELIEVE PERFORMANCE MANAGEMENT IS IMPORTANT, AND THIS IS ONE OF THE MOST CRUCIAL FUNCTIONS OF HUMAN RESOURCE MANAGEMENT.

IT IS IMPORTANT TO IDENTIFY THE TOP PERFORMERS AND REWARD THEM ACCORDINGLY.

EMPLOYEE EVALUATION IS INSIGHTS INTO PERFORMANCE MANAGEMENT CAN HELP YOU IDENTIFY THE STRENGTHS AND WEAKNESSES OF YOUR TEAM.

EMPLOYEE EVALUATION IS THIS INFORMATION CAN HELP YOU IMPROVE YOUR OVERALL PERFORMANCE.

THE HR PROFESSIONALS ACT AS A MEDIATOR BETWEEN THE MANAGERS AND THE EMPLOYEE TO ENSURE A SMOOTH IMPLEMENTATION OF THE PERFORMANCE REVIEW AND APPRAISAL PROCESS.

INDUSTRIAL RELATIONS is HR MANAGERS ARE THE ONES WHO GO ABOVE AND BEYOND TO ENSURE AN EMPLOYEE HAS THE BEST TIME DURING THEIR TENURE IN THE ORGANIZATION.

INDUSTRIAL RELATIONS IS BESIDES MANAGING ALL THE BASIC ACTIVITIES, HR MANAGERS ARE ALSO RESPONSIBLE FOR BENEFITS ADMINISTRATION.

INDUSTRIAL RELATIONS IS HR LEADERS CAN EDUCATE EMPLOYEES ABOUT THEIR FINANCES. THEY ARE ALSO RESPONSIBLE FOR DESIGNING BENEFITS THAT BEST SUIT THEIR EMPLOYEE’S NEEDS.

DURING THE COVID-ERA, ONE THING THAT HELPED EMPLOYEES THRIVE IN THE TRYING TIMES WAS THE SUPPORT FROM THEIR EMPLOYERS.

AS SOON AS THE PANDEMIC HIT THE WORLD, MANY ORGANIZATIONS CAME FORWARD TO OFFER EMOTIONAL AS WELL AS FINANCIAL SUPPORT TO THEIR EMPLOYEES.

TODAY, ORGANIZATIONS ARE INVESTING HEAVILY IN EMPLOYEE BENEFITS PROGRAM

TRAINING ANG DEVELOPMENT IS ANOTHER MAJOR FUNCTION OF HUMAN RESOURCE MANAGEMENT AS OFFERING PROPER TRAINING AND DEVELOPMENT PROGRAMS NOT ONLY IMPROVES EMPLOYEE RETENTION BUT ALSO HELPS IN BUILDING A POSITIVE WORK CULTURE

OFFERING CONTINUOUS TRAINING AND DEVELOPMENT OPPORTUNITIES TO EMPLOYEES CAN HELP ORGANIZATIONS BUILD A SKILLED WORKFORCE THAT CAN HELP THEM IMPROVE THEIR BUSINESS PROCESSES.

HR LEADERS ARE ALSO RESPONSIBLE FOR OFFERING EMPLOYEE DEVELOPMENT PROGRAMS ACROSS ALL DEPARTMENTS.

TRAINING AND DEVELOPMENT IS A LONG-TERM INVESTMENT IN A COMPANY’S FUTURE AS SKILLED EMPLOYEES ARE MORE LIKELY TO PERFORM WELL

ALL BUSINESSES REQUIRE CAPITAL TO BEGIN OPERATIONS, WHETHER TO RENT A BUILDING, PURCHASE EQUIPMENT OR PAY FOR ELECTRICITY. BUT PERHAPS THE MOST ESSENTIAL REQUIREMENT FOR RUNNING A BUSINESS IS HUMAN CAPITAL – THE EMPLOYEES HIRED TO MAKE THE COMPANY RUN. HUMAN RESOURCE DEPARTMENTS ARE ALL ABOUT NOT ONLY ACQUIRING AND MANAGING THIS IMPORTANT COMPANY INVESTMENT, BUT ENSURING THAT IT IS DEVELOPED AND SUSTAINED. AN HR DEPARTMENT THAT SETS CLEAR GOALS FOR MANAGING ITS COMPANY'S WORKFORCE WILL MAKE GREAT STRIDES TOWARD ENSURING THE COMPANY'S SUCCESS

H R t e c h n o l o g y ( h u m a n r e s o u r c e s t e c h n o l o g y ) i s a n u m b r e l l a t e r m f o r s o f t w a r e a n d a s s o c i a t e d h a r d w a r e f o r a u t o m a t i n g t h e h u m a n r e s o u r c e s f u n c t i o n i n o r g a n i z a t i o n s . I t i n c l u d e s e m p l o y e e p a y r o l l a n d c o m p e n s a t i o n , t a l e n t a c q u i s i t i o n a n d m a n a g e m e n t , w o r k f o r c e a n a l y t i c s , p e r f o r m a n c e m a n a g e m e n t , a n d b e n e f i t s a d m i n i s t r a t i o n

S u p p l i e r : H R I S V e n d o r , i m p l e m e n t a t i o n c o n s u l t a n t s , t h i r d p a r t y i n t e g r a t i o n c o n s u l t a n t s , a n d c o m p l i a n c e c o n s u l t a n t s

I n p u t s : H R I S i m p l e m e n t a t i o n p r o c e s s , a p p l i c a t i o n o f e x p e r t i s e , c u s t o m i z a t i o n & t h i r d p a r t y i n t e g r a t i o n , b e t a t e s t i n g

P r o c e s s : T h e p r o c e s s r e f e r s t o t h e o p e r a t i o n a l p r o c e s s o f t h e H R I S , a s d e s c r i b e d a b o v e

O u t p u t s : I m p l e m e n t e d H R I S , f u l l y t r a i n e d s t a f f , w o r k f l o w d i g i t a l i z a t i o n , w o r k f l o w a u t o m a t i o n , i m p r o v e d H R E f f i c i e n c y

C u s t o m e r : H R d e p a r t m e n t , e m p l o y e e s , o t h e r o r g a n i z a t i o n a l s t a k e h o l d e r s , c o m p e t i t i v e l e v e r a g e o f t h e o r g a n i z a t i o n