A Comprehension about What Is Human Resource Management As the technology and economy rising so fast in the contemporary society, managing employees is becoming a valuable knowledge. So learn to be an efficient manager is necessary. There are five basic functions that managers perform: planning, organization, staffing, leading and controlling (Desert, 2010). First of all, planning is setting goals, establishing rules and procedures, and forecasting. In addition, organization contains distributing different work to different employees, setting work department, giving power to subordinates, and coordinating subordinates’ work.
Then, Staffing roughly covers hiring and recruiting employees, setting performance standards, training, and so on. Fourth, leaders have to engage employees and urge them get the Job done. In the end, controlling is to make sure getting the standard of qualities, production levels. To emphasize, human resource managers will perform the third function, staffing, so HRS management a process of hiring, training, appraising, and compensating employees. What’s more, it also concentrates on the labor-capital relationship, safety and health of the labors, and fairness.
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Storey (1995) has defined: “human resource management is a extinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of culture, structural and personnel techniques”( Storey as cited in Boxful and Purcell, p. 3). Therefore, HRS management is of great importance to every HRS manager and every enterprise. Generally speaking, human resource management can be divided into 4 parts.
They are recruitment and placement, training and development, compensation, and industrial relations. Firstly, recruitment and placement include Job analysis personnel planning and recruiting, ND employee testing and selection (Gold, 2003). The aim of the human resources planning is that demand for the number and quality of employees and the supply of human resources will be organized and coordinated effectively. The demand is from the present situation and the prediction of the operation of the company; moreover, the supply is involved in internal and external effective human resources.
Internal supply is the embodiment of the reasonable target of an organization in recent years, involving both existing and potential labor force, and external supply depends on the umber of exterior of a organization. It was influenced by the trend of population development, education and labor market competitiveness and so on. Before hiring, Job analysis will be done. In the process, careful analysis on a staff responsibilities and Job descriptions will be considered, then whether the candidates have ability to apply for this position will be determined.
The most appropriate recruitment methods should be selected, according to the degree of applying. There are many ways, such as application forms, interview, test and evaluation center, to be used to select the best candidates. Generally, decisions require some auxiliary Secondly, training and development is focusing on training and means. Development and performance management and appraisal. Training relates to establish what kind of training system, which employees can participate in this training and so on.
There are diversity kinds of training. Performance appraisal is a kind of method to evaluate employee performance according to setting a goal; however, it has not been widely accepted. Employees are often only participating in the developing process, and the process of management is usually for department manager to finish. Quantitative results can be used to simulate the indicators; the result can be used as training to employees, or in some cases, as the basis for the award.
Thirdly, The scope of this Pay and rewards and punishments is very wide, including setting the salary level, welfare and other benefits, rewards and punishment standard and implementation, wages of measurement (such as post wages, piece rate, or merit pay, etc. ), and all kinds of subsidies. Last, Employee relations involved in signing the contract and agreement with the employees, dealing with the dispute in the company, formulating the rights and obligations of employees, dealing with all kinds of employees in accordance with the employment law, and establishing staff complaints system(Bolton and Turnbuckle, 1994).
Supervisor should give suggestions with the related employment legislation, and be familiar with the practical problem which related to the applicability of the law. All those modules above are not separated, but connect to each other and influence each other. Job analysis and Job evaluation are the basis of these modules. Performance management and salary management have more direct relationship with Job analysis and Job evaluation.
In performance management, employees’ performance appraisal index is completely based on the responsibilities of their position; and in compensation management, the determination of employees’ wage levels is mainly based on the information content of the Job description. In the process of training and development, the determination of training needs should require the Job descriptions of business knowledge, working ability and working attitude, in a nutshell, comparing the present situation of the employees and these requirements, the gap is the training content. Performance management is the core.
Thus, more or less, other functions are associated with it. When forecasting the human resource supply of an organization, need to make evaluation for existing employees work performance, Job ability and so on, and these are the content of the performance appraisal. Plans to hire are also associated with performance appraisal. Empirical conclusions can get from comparing the performance of employees in different ways; this can realize the optimization of recruitment channels. There is a kind of interactive relationship between recruitment selection and performance management (Guest, 1997).
On one hand, according to the results of performance appraisal we can improve the effectiveness of the selection process; On the other hand, the selection results will affect the staffs performance, effective screening results will help employees to achieve good performance. Furthermore, there is close relationship between other activities of human resource management. Employment screening needs to be done on the basis of recruitment. Nevertheless, the setting of Recruitment Plan should on the basis of the human resource planning. Training development must also affected by the selection results.
The goal of employee relations is to improve the staffs organizational commitment degree. Training and development and compensation management is the important means to achieve this goal. Human resource management, is refers to the use of scientific methods, the relationship between coordinator and things, to deal with the contradiction between people, give full play to the potential of people, make the person to do the person, the personnel, in order to realize the process of organizational goals. References Bolton, P. And Turnbuckle, P. 1994. The dynamics of employee relations. London: Macmillan Press Ltd.