HRM ( human resources management )
What is HRM ( human resources management )
To avoid personal mistakes
To get result through people
it allocate resources effectively, it ensure that it profitability
HR is important for small business entrepreneurs
Staffing is part of the job that all manager do
HRM help manager in
placing the right person in the right job
training the employee who are new to the company
improve the job performance of each person
creating team spirit
interpreting the company polices and procedure
controlling the cost ( hire the right it help the productivity in the organization EX lay off people
developing the abilities of each person
creating teams and employee who are motivated
providing fair and sufficient ( enough) salary and benefits
HRM knowledge in increasing important because, three concept that effect the HR management is
globalization trends : spread the information, culture, goods, technological advancement across the glow
economic trends : business move because of economic change, ex because of the expensive labor so they move their production to developing countries such as Cambodia
Technological trend : technology continue to develop,
Manager need to analysis through things like equity, fairness, diversity
HR functions
recruitment
selecting criteria
getting the right candidates for the right jobs
what kind of jobs that you want people you list down the requirement and ask about their experience
certain position you need to do the certain task among
we also look at their behavior, motivation or attitude not only their resume and experiences
training
Training needs assessment
There no such things is a perfect candidate
Developing training program ( we can upskill our employee by developing new training program in order to follow the trade
Other purpose of training ( for top management level for the top management ) up skill the existed skill
Performance management
assessment :
To identify the performance of the employee which employee employ better, who are left behind
Type and method of performance assessment ( task, behavior )
salary and compensation (typically money, awarded to someone as a recompense for loss, injury, or suffering.)
this can attract the qualified candidate
Get fair bonus, fair treatment, fair salary ( however we also need to look at their performance
motivation and productivity
to motivate the employee to meet their performance expectation ( put their best effort to do the work )
Key vocabulary for Human Resources Management:
Recruitment
Selection
Training and Development
Performance Management
Employee Relations
Compensation and Benefits
Diversity and Inclusion
Human Resource Information System (HRIS)
Employee Engagement
Talent Management
Succession Planning
Organizational Development
Labor Relations
Workplace Health and Safety
HR Policies and Procedures
Key vocabulary for Human Resources Management:
Recruitment: Recruitment is the process of attracting, screening, and selecting qualified candidates for a job role within an organization. It involves creating job postings, reviewing resumes, conducting interviews, and making job offers to potential candidates.
Selection: Selection is the process of choosing the most suitable candidate from a pool of applicants who have been recruited for a job opening. It includes assessing candidates' skills, qualifications, and experience to determine the best fit for the position.
Training and Development: Training and development refer to activities designed to enhance employees' knowledge, skills, and abilities to perform their job roles effectively. This can include on-the-job training, workshops, seminars, and professional development programs.
Performance Management: Performance management involves setting clear expectations, providing feedback, and evaluating employees' performance to ensure they are meeting organizational goals and objectives. It also includes addressing performance issues and recognizing high performers.
Employee Relations: Employee relations focus on maintaining positive relationships between employees and the organization. It involves addressing workplace conflicts, promoting open communication, and fostering a positive work environment.
Compensation and Benefits: Compensation and benefits encompass the rewards and incentives offered to employees in exchange for their work. This includes salary, bonuses, health insurance, retirement plans, and other perks.
Diversity and Inclusion: Diversity and inclusion initiatives aim to create a diverse and inclusive workplace where employees from different backgrounds feel valued and respected. It involves promoting diversity in hiring practices and fostering a culture of inclusion.
Human Resource Information System (HRIS): HRIS is a software system that enables HR professionals to manage employee data, payroll, benefits, and other HR functions more efficiently. It helps streamline HR processes and improve data accuracy.
Employee Engagement: Employee engagement focuses on creating a positive work environment where employees are motivated, committed, and passionate about their work. Engaged employees are more productive and loyal to the organization.
Talent Management: Talent management involves identifying, attracting, developing, and retaining talented employees within an organization. It includes succession planning, career development, and performance management strategies.
Succession Planning: Succession planning is the process of identifying and developing internal employees to fill key leadership positions within the organization. It ensures a smooth transition of leadership and continuity of operations.
Organizational Development: Organizational development focuses on improving the overall effectiveness and performance of an