Human resource management (HRM)

What is human resource management (HRM)?

Human resource management (HRM) is the practice of recruiting, hiring, deploying
and managing an organization's employees. HRM is often referred to simply as
human resources (HR). A company or organization's HR department is usually
responsible for creating, putting into effect and overseeing policies governing
workers and the relationship of the organization with its employees. The term human
resources was first used in the early 1900s, and then more widely in the 1960s, to
describe the people who work for the organization, in aggregate.
HRM is employee management with an emphasis on employees as assets of the
business. In this context, employees are sometimes referred to as human capital. As
with other business assets, the goal is to make effective use of employees, reducing
risk and maximizing return on investment (ROI).
 The importance of human resource management
The purpose of HRM practices is to manage the people within a workplace
to achieve the organization's mission and reinforce the corporate culture.
When people management is done effectively, HR managers can help
recruit new employees who have the skills to further the company's goals.
HR professionals also aid in the training and professional development of
employees to meet the organization's objectives.
A company is only as good as its employees, making HRM a crucial part
of maintaining or improving the health of the business. Additionally, HR
managers monitor the state of the job market to help the organization stay
competitive. This could include ensuring compensation and benefits are
competitive, events are planned to keep employees from burning out and
job roles are adapted based on the market.
Human Resources permeates every layer of an organization ' from recruiting to data
management
 How does HRM work?
HR professionals manage the day-to-day execution of HR-related
functions. Typically, human resources is a standalone department within
an organization.
HR departments vary in the size, structure and nature of their individual
positions. For small organizations, one HR generalist might perform a broad
array of functions. Larger organizations have several HR professionals
who handle specialized roles, such as recruiting, immigration and visas,
talent management, employee benefits and compensation. Though these
HR positions are specialized, job functions might still overlap.
Amazon is an example of a large company with multiple types of
specialized HR positions. The company's career website lists the following
HR job titles:

• HR assistant.
•HR business partner.
•HR manager.
•Recruiter.
•Recruiting coordinator.
•Recruiting manager.
•Immigration specialist.
•Leave of absence and accommodation specialist.
•Compensation specialist or manager.
•Benefits specialist or manager.
•Talent management specialist or manager.
•Learning and development specialist or manager.
•HR technology or process project program manager.
•HR analytics specialist or manager.
 Objectives of human resource management
HRM can be broken down into the following four category objectives:
1.Societal objectives.These are measures put in place to respond to the ethical and
social needs or challenges of the company and its employees. This includes legal
issues such as equal opportunity and equal pay for equal work.
2.Organizational objectives.These are actions taken to ensure organizational
efficiency, including providing the appropriate training, hiring the right number of
employees for a given task and maintaining high employee retention rates.
3.Functional objectives. These are the guidelines used to keep HR functioning
properly within the organization. They include ensuring all HR resources are
allocated to their full potential.
4.Personal objectives. These are the resources used to support the personal goals
of each employee. They include opportunities for education and career
development, as well as maintaining employee satisfaction.
 More specific objectives of HRM include the following:

• Provide and maintain productive employees.

• Make full use of the skills and abilities of each employee.
• Ensure employees have and receive the proper training.
Build and maintain a positive employee experience with high satisfaction and
quality of life, so that employees can contribute their best efforts to their work.
•Communicate company policies, procedures, rules and regulations to
employees.
•Maintain ethical, legal and socially responsible policies and behaviors in
the workplace.
•Manage internal and external changes that might affect employees and
staffing.
 Skills and responsibilities of an HR manager
HRM is typically broken into pre-employment and employment phases, as
well as more specific subsections, with an HR manager assigned to each
one. Areas of HRM oversight include the following:
•Employee recruitment.
•Onboarding and retention.
•Talent and workforce management.
•Job role assignment.
•Career development.
•Compensation and benefits.
•Labor law compliance.
•Performance management.
•Training and development.
•Succession planning.
•Employee engagement and recognition.
•Team building.
HR managers benefit from having skills and experience in a range of areas. The most
essential HRM skills that professionals should possess include the following:
•Communication. A high-level of verbal and written capabilities is required in
most HRM jobs.
•Recruitment and talent acquisition. Tasks in this area include writing job
descriptions, conducting interviews, assessing candidates, negotiating offers and
onboarding new employees.
•Employee relations. HR managers must have labor relations skills to address
grievances and build positive employee experiences.
•Compliance with legal requirements. HR managers must be up to date with
employment laws and regulations.
•Conflict management and resolution. Mediation capabilities help HR managers
resolve conflicts and other difficult situations.

•Performance management. Managers must set performance standards and

help employees develop skills to achieve them.
•Strategic thinking. HR manager jobs require high-level thinking, such as
aligning HR strategies with the company's goals.
•Analytics. Data analysis skills help analyze workforce metrics and provide
insights for decision-making.
•Adaptability. HR managers must be able to deal with changing workplace
and societal issues on an ongoing basis.
•Ethics and confidentiality. These skills require knowledge of confidentiality
and privacy requirements, as well as general and industry-specific ethical
standards.
 Can small businesses use HRM?
Small businesses might have limited resources and a smaller workforce compared to
larger companies, making HRM more difficult to implement. However, HRM
principles and capabilities can be advantageous for small businesses in the following
ways:
•Effective hiring. Small businesses can use HRM practices to identify and attract
the right talent, ensuring each employee contributes significantly to the company's
success.
•Compliance. Employment laws apply to businesses of all sizes. HRM can help
small businesses navigate the complex legal landscape, reducing the risk of costly
legal issues.
•Employee development. HRM encourages investment in employee development,
which can give small businesses a competitive advantage. Carefully designed
training and development programs enhance employee skills and contribute to the
company's growth.
•Conflict resolution. Small teams are especially vulnerable to conflicts and
disruptions. HRM practices provide structured methods to address and resolve
conflicts and maintain a harmonious work environment.
•Retention and engagement. HRM helps small businesses with close-knit work
cultures foster employee engagement and loyalty, reducing turnover and
recruitment costs.
•Strategic planning.HRM aligns HR strategies with business goals, ensuring
every HR initiative contributes to the company's strategic plans.
•Scalability.As small businesses grow, their HR needs evolve. HRM practices can
scale to accommodate changing workforce requirements and the demands of new
organizational structures.
 HRM history
Modern human resource management can be traced back to the 18th century.
The British Industrial Revolution gave rise to large factories and created an
unprecedented spike in demand for workers.
With many of these laborers putting in long hours -- often clocking 16-hour
workdays -- it became apparent that worker satisfaction and happiness had a
strong positive correlation with productivity. Seeking to maximize ROI, worker
satisfaction programs were introduced. Factory conditions, safety concerns and
workers' rights also began getting attention in the late 19th and early 20th
centuries.
HR departments within organizations began appearing in the 20th century.
They were often known as personnel management departments that dealt with
legal compliance requirements and implemented worker satisfaction and safety
programs. Following WWII, the U.S. Army's training programs were used as a
model in some companies that started to make employee training a point of
emphasis.
Personnel departments took on the human resources label in the 1970s. The
primary factor that differentiates HR from personnel management is the way
technology began to be used to improve communication and access to employee
information.
 Benefits specialist Or manager
What Does a Benefits Specialist Do?
A benefits specialist actively collaborates with various employees and formulates effective
compensation plans. They also facilitate employee access to their benefits by helping solve
plan changes and claim conflicts.
The benefits specialist role is quickly becoming a crucial position in most organizations.
Both small businesses and major corporations strive to find, hire, and retain new talent for
their workforce. However, keeping talented individuals from leaving for other opportunities
with more incentives has become challenging.

The human resource department may have other roles whose duties overlap with some
responsibilities. Understand the role and its obligations to achieve the right opportunities
and become a talented benefits specialist.

This article explains what benefits specialists do, how they work closely with employees and
vendors like insurance companies, and why they are vital for a successful human resources
department.

Benefits Specialist Role

The benefits specialist position has high stakes. It suits individuals with
solid technical thinking skills who can compare costs and budgets. They
also recommend executive leadership and top-level managers when
planning a company’s employee benefit plans.

Benefits specialists are responsible for benefits administration and

ensuring employees get incentives. They also follow up with insurance
companies regarding any claims filed and notify employees of any
technical complications. Therefore, they are crucial in assuring employee
satisfaction with the human resources department.

Described below are some responsibilities typical to all benefits specialist

positions:

•They ensure the accuracy regarding the company’s benefits

enrollments in the human resource sector to enable vendors to access
accurate eligibility data.
•Benefits specialists assist with new-hire orientations.
 •They perform strategic quality checks of all benefit-related
information.
•They respond to benefits questions from workers and managers
regarding general inquiries, federal and state laws, status changes,
benefits enrollments, and plan provisions.
•Administers and processes all disability paperwork and leave-of-
absence requests such as FMLA, disability, personal, and medical.
•They respond to workers’ and managers’ 401 (k) questions
regarding contribution amounts, plan changes, and enrollments and
manage the yearly catch-up contribution enrollment.
•They administer the reimbursement program and assist with the
enrollment procedures.
You’ll need the relevant human resources education if you feel the benefits
specialist role is for you. Check out our quality human resources
certifications at HR University to become a skilled human resources
professional.

Benefits Specialist Responsibilities

Benefits specialists collaborate closely with benefits coordinators and
managers to bring employee benefits plans to life. However, they have their
designated responsibilities within the workflow. They ensure insurance
companies and other benefits suppliers have everything they need to provide
employees with the promised incentives.
A glimpse at an employee benefits specialist job description shows you how
their duties focus on communicating with employees and vendors, analyzing
benefits related data for better planning, and resolving employee concerns.
Some essential duties associated with the benefits specialist role are explained
below.

Compare Benefits Plans Costs

A benefits specialist’s most crucial duty is formulating attractive and affordable
benefits packages. They must compare health insurance covers from multiple
insurance companies and choose those that offer the most value to employees
and the organization.

This responsibility requires benefits specialists to have the skills necessary for
performing productive financial calculations. Additionally, they must apply the
same strategy to 401 (k) plans, company investments, life insurance benefits,
and dental packages.

Benefits specialists negotiate benefits programs with one-year contracts.

Nevertheless, most corporations may opt for multi-year agreements to help
save costs. Here, the benefits specialists’ job is to select the best contract
and compare the flexibility in procedures

Create Retirement Plans, Pension Terms, and Investment Options

The benefits specialists’ task is to compare all available retirement plan options, such
as IRA contribution options, the standard fixed-benefit pension plan, matching
contribution programs, and 401 (k) providers.

Additionally, they should track changing retirement costs and programs to inform the
organization and employees accordingly.

It is a high-stakes responsibility that can affect employees’ lives as their careers end
and they move closer to retirement. Therefore, benefits specialists must conduct
extensive research into federal and state laws, seek consultation from high-level
managers, fellow specialists, and executives, and discuss the matter with the workers.

Interact with the Public and Employees

Since they have extensive knowledge and experience in benefits, these
specialists can help educate workers regarding the available options for
healthcare packages, retirement programs, and insurance packages. They
can also work with publishing houses to create smartly designed guides to
teach employees about benefits programs. Such well-written content is
distributed, published, and printed for distribution in various departments.

Benefits specialists also serve as educators and intermediaries between

employers and workers regarding benefits plans. Therefore, they must
have seasoned benefits negotiation expertise, extensive human resources
understanding, and the capability to interact with the public.
Analyze Benefits and Compensation Statistics
Benefits specialists perform cost and data analysis to formulate logical conclusions
about benefits plans. For instance, they can analyze compensation and analyze the
worth of selecting a specific salary model for a particular group of workers. Or they
investigate how switching benefits vendors will impact expenditures.

Such analytical skills can help benefits specialists improve their strategies in a
more data-driven manner. Additionally, they can show the insights they have
gathered to senior stakeholders and help inform their higher-level decision-
making about employee benefits and compensation plans.
Conclusion
The human resources department relies on benefits specialists to
effectively assist employees in all matters related to benefits or
compensation. Therefore, benefits specialists play an integral role in
helping organizations have a satisfied workforce. They do so by relieving
employees of any anxieties related to their benefits and incentives.

The benefits specialist’s role requires solid communication skills, strong

critical-thinking abilities, and close attention to detail. Since they work
with multiple parties simultaneously, they also need to be proficient in
human resources management.
What Should Benefits Specialists Know in Human Resource
Management?
As the name suggests, a benefits specialist requires specialization in the
benefits and compensation plan. Thus, it demands analytical skills along
with adequate human resources training and experience. In addition, a
good benefits specialist must easily interpret, evaluate and understand
complex retirement programs, insurance plans, and employment laws.
They should also know about and introduce extra compensation programs
such as stock ownership and profit-sharing.

Which Skills are Crucial for a Benefits Specialist in Human

Resources?
Benefits specialists must possess numerous skills, including proficiency in
software tools such as Microsoft Office and Google tools. In addition, they
should be talented in time management and organizational skills. Besides, they
need to have outstanding verbal and written communication skills.

Most importantly, they must showcase extensive expertise in applicable laws

and employee benefits. Therefore, seeking a bachelor’s degree in human
resources management is also a strategic approach to landing a job as a
benefits specialist.

If you are new to Human Resources and are looking to break into a Benefits
Specialist role, we recommend taking our HR Certification Courses, where you
will learn how to build your skillset in human resources, build your human
resources network, craft a great HR resume, and create a successful job search
strategy that lands you a sought-after Benefits Specialist job
LITERATURE
REVIEW
 LITERATURE REVIEW

1.Giesel(2005): In a study on newyork city council passes has found that

grocery stores and other retailers that sell groceries to make sustaintial
contributions toward their employees health insurance coverage costs by
the newyork council, estimated amount of contribution to each employee
per hour, coverage of the mandate, implications of the legislation for the
Employees Retirement Income Security Ac.

2.Gresham(2005): in a study on responsibility in plan language found

that the responsibilty of an employee to handle health costs throug a
consumer directed plan. Explanation on the defined contribution
retirement products, reflections, reason it is necessary that benefits
manager should continously reassess therir programmes and
communications with their employees.

3.Miller(2008) : in a study on health paid leave benefits has found that health
coverageremains by far the most costly benefits provided to employees more than
one quarter of human resource professionals, 29%, indicated their organisation now
provide healthsaving accounts, paid family leaves and paid paternity leave all
declined in 2008compared with 2007.

4.Furtado(2009): in a study on compensation and benefit systems has found that

these systems should be strategically designed for the purpose they are intended to
plan and the results they are trying to drive. Benefits include health, retirement and
provident fund
plans designed to help protect and ensure employees‟ financial security , as well as
programmes providing pay for time not worked. Over a period of time, employee
benefits of insurance coverage and some pre- requisite to a comprehansive range of
benefits.Benefit strategy is the one definable link in a strategic chain. Benefit system
is the fundamental part of all organizations. The companies on the top have better
planned and implemented benefit systems.

5.Report(2008): in a study on the Accenture offers a variety of benefits to its employees

has
found that the Accenrture‟s Fun Program includes providing gyms at workplace.
Wellness centers are used to spread awareness about the importance of a healthy lifestyle
and gives tips an diet and training about various forms of exercise. Employees have access
to an entire array of recreational facilities like gymnasium, table tennis, billiards,yoga,
meditation etc. teamwork is encouraged through activities like on the floor contests,team
outings, offsite meetings and celebrations on festivels, project go- live birthdays
etc,employee health and safety is of utmost significance to accenture.
6.Oberoi(2010): in a study on rewards and benefits has found that it is
not just how much reward our staff that matters. Rather, it is what
reward them for how measure the results of this investment. Variable
pay, benefits differentiated rewards and performance matrics these are
all key aspects play the important role in ROI measurement and essential
part of an organization's reward architecture .In benefit. Organization have the
mindset that their high performance will only stay with them if their salary was
externally competitive not only on aspects , but also in term of benefit and
total remuneration.

7.Miller(2008): in a study on health paid leave benefits has found that

health coverage remains by far the most costly benefits provided to
employees more than one quarter of human resource professionals, 29%,
indicated their organisation now provide health saving accounts, paid
family leaves and paid paternity leave all declined in 2008compared with
2007.
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY
Research methodology1,2 is a structured and scientific approach used to
collect, analyze, and interpret quantitative or qualitative data to answer
research questions or test hypotheses. A research methodology is like a plan for
carrying out research and helps keep researchers on track by limiting the scope
of the research. Several aspects must be considered before selecting an
appropriate research methodology, such as research limitations and ethical
concerns that may affect your research.

The research methodology section in a scientific paper describes the different

methodological choices made, such as the data collection and analysis methods, and
why these choices were selected. The reasons should explain why the methods chosen
are the most appropriate to answer the research question. A good research
methodology also helps ensure the reliability and validity of the research findings.
There are three types of research methodology—quantitative, qualitative, and mixed-
method, which can be chosen based on the research objectives.

What is research methodology?

A research methodology describes the techniques and procedures used to identify and

analyze information regarding a specific research topic. It is a process by which

researchers design their study so that they can achieve their objectives using the

selected research instruments. It includes all the important aspects of research,

including research design, data collection methods, data analysis methods, and the

overall framework within which the research is conducted. While these points can

help you understand what is research methodology, you also need to know why it is

important to pick the right methodology.

Advantages:
•Helps other researchers who may want to replicate your research; the
explanations will be of benefit to them.

•You can easily answer any questions about your research if they arise at a
later stage.
•A research methodology provides a framework and guidelines for researchers
to clearly define research questions, hypotheses, and objectives.

•It helps researchers identify the most appropriate research design, sampling
technique, and data collection and analysis methods.

•A sound research methodology helps researchers ensure that their findings are
valid and reliable and free from biases and errors.

•It also helps ensure that ethical guidelines are followed while conducting
research.

•A good research methodology helps researchers in planning their research

efficiently, by ensuring optimum usage of their time and resources.

Types of research methodology

There are three types of research methodology based on the type of research

and the data required.1

•Quantitative research methodology focuses on measuring and testing

numerical data. This approach is good for reaching a large number of people
in a short amount of time. This type of research helps in testing the causal
relationships between variables, making predictions, and generalizing results to
wider populations.
•Qualitative research methodology examines the opinions, behaviors, and
experiences of people. It collects and analyzes words and textual data. This
research methodology requires fewer participants but is still more time
consuming because the time spent per participant is quite large. This method is
used in exploratory research where the research problem being investigated is
not clearly defined.
•Mixed-method research methodology uses the characteristics of both
quantitative and qualitative research methodologies in the same study. This
method allows researchers to validate their findings, verify if the results
observed using both methods are complementary, and explain any unexpected
results obtained from one method by using the other method.

What are the types of sampling designs in research methodology?

Sampling is an important part of a research methodology and involves

selecting a representative sample of the population to conduct the study,

making statistical inferences about them, and estimating the characteristics of

the whole population based on these inferences. There are two types of

sampling designs in research methodology—probability and non probability.

Probability sampling
In this type of sampling design, a sample is chosen from a larger population

using some form of random selection, that is, every member of the population

has an equal chance of being selected. The different types of probability

sampling are:

•Simple random—every single member is chosen randomly.

•Systematic—sample members are chosen at regular intervals. It requires selecting

a starting point for the sample and sample size determination that can be repeated at
regular intervals. This type of sampling method has a predefined range; hence, it is
the least time consuming.

•Stratified—researchers divide the population into smaller groups that don’t

overlap but represent the entire population. While sampling, these groups can be
organized, and then a sample can be drawn from each group separately.
•Cluster—the population is divided into clusters based on demographic parameters
like age, sex, location, etc.

Non probability sampling involves feedback based on a researcher’s sample

selection capabilities and not on a fixed selection process. The different types of non
probability sampling methods are:
•Convenience—selects participants who are most easily accessible to researchers
due to geographical proximity, availability at a particular time, etc.

•Purposive—participants are selected at the researcher’s discretion. Researchers

consider the purpose of the study and the understanding of the target audience.

•Snowball—already selected participants use their social networks to refer the

researcher to other potential participants.

•Quota—while designing the study, the researchers decide how many people with
which characteristics to include as participants. The characteristics help in choosing
people most likely to provide insights into the subject.

What are data collection methods?

During research, data are collected using various methods depending on the

research methodology being followed and the research methods being

undertaken. Both qualitative and quantitative research have different data

collection methods, as listed below.

Qualitative research

•One-on-one interviews:Helps the interviewers understand a respondent’s

subjective opinion and experience pertaining to a specific topic or event

•Document study/literature review/record keeping:Researchers’ review of

already existing written materials such as archives, annual reports, research
articles, guidelines, policy documents, etc.
•Focus groups: Constructive discussions that usually include a small sample of
about 6-10 people and a moderator, to understand the participants’ opinion on a
given topic.

•Qualitative observation: Researchers collect data using their five

senses (sight, smell, touch, taste, and hearing).

Quantitative research

•Sampling: The most common type is probability sampling.

•Interviews: Commonly telephonic or done in-person.
•Observations: Structured observations are most commonly used in quantitative
research. In this method, researchers make observations about specific behaviors of
individuals in a structured setting.

•Document review: Reviewing existing research or documents to collect evidence

for supporting the research.

•Surveys and questionnaires.Surveys can be administered both online and offline

depending on the requirement and sample size.

What are data analysis methods?

The data collected using the various methods for qualitative and quantitative

research need to be analyzed to generate meaningful conclusions. These data

analysis methods7 also differ between quantitative and qualitative research.

Quantitative research involves a deductive method for data analysis where

hypotheses are developed at the beginning of the research and precise measurement

is required. The methods include statistical analysis applications to analyze

numerical data and are grouped into two categories—descriptive and inferential.
Descriptive analysis is used to describe the basic features of different types of data to
present it in a way that ensures the patterns become meaningful. The different types
of descriptive analysis methods are:
•Measures of frequency (count, percent, frequency)

•Measures of central tendency (mean, median, mode)

•Measures of dispersion or variation (range, variance, standard deviation)

•Measure of position (percentile ranks, quartile ranks)

Inferential analysis is used to make predictions about a larger population based

on the analysis of the data collected from a smaller population. This analysis is
used to study the relationships between different variables. Some commonly
used inferential data analysis methods are:
Correlation: To understand the relationship between two or more variables.
•Cross-tabulation: Analyze the relationship between multiple variables.

•Regression analysis: Study the impact of independent variables on the dependent

variable.

•Frequency tables: To understand the frequency of data.

•Analysis of variance: To test the degree to which two or more variables differ in
an experiment.

How to choose a research methodology?

Here are some important factors to consider when choosing a research

methodology:

1.Research objectives, aims, and questions—these would help structure the

research design.

2.Review existing literature to identify any gaps in knowledge.

3.Check the statistical requirements—if data-driven or statistical results are

needed then quantitative research is the best. If the research questions can be
answered based on people’s opinions and perceptions, then qualitative research
is most suitable.
4.Sample size—sample size can often determine the feasibility of a research
methodology. For a large sample, less effort- and time-intensive methods are
appropriate.

5.Constraints—constraints of time, geography, and resources can help define the

appropriate methodology.

How to write a research methodology?

A research methodology should include the following components

1.Research design—should be selected based on the research question and the

data required. Common research designs include experimental, quasi-
experimental, correlational, descriptive, and exploratory.

2.Research method—this can be quantitative, qualitative, or mixed-method.

3.Reason for selecting a specific methodology—explain why this

methodology is the most suitable to answer your research problem.

4.Research instruments—explain the research instruments you plan to use,

mainly referring to the data collection methods such as interviews, surveys, etc.
Here as well, a reason should be mentioned for selecting the particular
instrument.

5.Sampling—this involves selecting a representative subset of the population

being studied.

6.Data collection—involves gathering data using several data collection

methods, such as surveys, interviews, etc.

7.Data analysis—describe the data analysis methods you will use once you’ve
collected the data.

8.Research limitations—mention any limitations you foresee while conducting

your research.

9.Validity and reliability—validity helps identify the accuracy and truthfulness

of the findings; reliability refers to the consistency and stability of the results
over time and across
different conditions.

10.Ethical considerations—research should be conducted ethically. The

considerations include obtaining consent from participants, maintaining
confidentiality, and addressing conflicts of interest.
 DATA ANALYSIS
AND
INTERPRETATION

Human resource management (HRM)

What is human resource management (HRM)?

Human resource management (HRM) is the practice of recruiting, hiring, deploying
and managing an organization's employees. HRM is often referred to simply as
human resources (HR). A company or organization's HR department is usually
responsible for creating, putting into effect and overseeing policies governing
workers and the relationship of the organization with its employees. The term human
resources was first used in the early 1900s, and then more widely in the 1960s, to
describe the people who work for the organization, in aggregate.
HRM is employee management with an emphasis on employees as assets of the
business. In this context, employees are sometimes referred to as human capital. As
with other business assets, the goal is to make effective use of employees, reducing
risk and maximizing return on investment (ROI).
 The importance of human resource management
The purpose of HRM practices is to manage the people within a workplace
to achieve the organization's mission and reinforce the corporate culture.
When people management is done effectively, HR managers can help
recruit new employees who have the skills to further the company's goals.
HR professionals also aid in the training and professional development of
employees to meet the organization's objectives.
A company is only as good as its employees, making HRM a crucial part
of maintaining or improving the health of the business. Additionally, HR
managers monitor the state of the job market to help the organization stay
competitive. This could include ensuring compensation and benefits are
competitive, events are planned to keep employees from burning out and
job roles are adapted based on the market.
Human Resources permeates every layer of an organization ' from recruiting to data
management
 How does HRM work?
HR professionals manage the day-to-day execution of HR-related
functions. Typically, human resources is a standalone department within
an organization.
HR departments vary in the size, structure and nature of their individual
positions. For small organizations, one HR generalist might perform a broad
array of functions. Larger organizations have several HR professionals
who handle specialized roles, such as recruiting, immigration and visas,
talent management, employee benefits and compensation. Though these
HR positions are specialized, job functions might still overlap.
Amazon is an example of a large company with multiple types of
specialized HR positions. The company's career website lists the following
HR job titles:

• HR assistant.
•HR business partner.
•HR manager.
•Recruiter.
•Recruiting coordinator.
•Recruiting manager.
•Immigration specialist.
•Leave of absence and accommodation specialist.
•Compensation specialist or manager.
•Benefits specialist or manager.
•Talent management specialist or manager.
•Learning and development specialist or manager.
•HR technology or process project program manager.
•HR analytics specialist or manager.
 Objectives of human resource management
HRM can be broken down into the following four category objectives:
1.Societal objectives.These are measures put in place to respond to the ethical and
social needs or challenges of the company and its employees. This includes legal
issues such as equal opportunity and equal pay for equal work.
2.Organizational objectives.These are actions taken to ensure organizational
efficiency, including providing the appropriate training, hiring the right number of
employees for a given task and maintaining high employee retention rates.
3.Functional objectives. These are the guidelines used to keep HR functioning
properly within the organization. They include ensuring all HR resources are
allocated to their full potential.
4.Personal objectives. These are the resources used to support the personal goals
of each employee. They include opportunities for education and career
development, as well as maintaining employee satisfaction.
 More specific objectives of HRM include the following:

• Provide and maintain productive employees.

• Make full use of the skills and abilities of each employee.
• Ensure employees have and receive the proper training.
Build and maintain a positive employee experience with high satisfaction and
quality of life, so that employees can contribute their best efforts to their work.
•Communicate company policies, procedures, rules and regulations to
employees.
•Maintain ethical, legal and socially responsible policies and behaviors in
the workplace.
•Manage internal and external changes that might affect employees and
staffing.
 Skills and responsibilities of an HR manager
HRM is typically broken into pre-employment and employment phases, as
well as more specific subsections, with an HR manager assigned to each
one. Areas of HRM oversight include the following:
•Employee recruitment.
•Onboarding and retention.
•Talent and workforce management.
•Job role assignment.
•Career development.
•Compensation and benefits.
•Labor law compliance.
•Performance management.
•Training and development.
•Succession planning.
•Employee engagement and recognition.
•Team building.
HR managers benefit from having skills and experience in a range of areas. The most
essential HRM skills that professionals should possess include the following:
•Communication. A high-level of verbal and written capabilities is required in
most HRM jobs.
•Recruitment and talent acquisition. Tasks in this area include writing job
descriptions, conducting interviews, assessing candidates, negotiating offers and
onboarding new employees.
•Employee relations. HR managers must have labor relations skills to address
grievances and build positive employee experiences.
•Compliance with legal requirements. HR managers must be up to date with
employment laws and regulations.
•Conflict management and resolution. Mediation capabilities help HR managers
resolve conflicts and other difficult situations.

•Performance management. Managers must set performance standards and

help employees develop skills to achieve them.
•Strategic thinking. HR manager jobs require high-level thinking, such as
aligning HR strategies with the company's goals.
•Analytics. Data analysis skills help analyze workforce metrics and provide
insights for decision-making.
•Adaptability. HR managers must be able to deal with changing workplace
and societal issues on an ongoing basis.
•Ethics and confidentiality. These skills require knowledge of confidentiality
and privacy requirements, as well as general and industry-specific ethical
standards.
 Can small businesses use HRM?
Small businesses might have limited resources and a smaller workforce compared to
larger companies, making HRM more difficult to implement. However, HRM
principles and capabilities can be advantageous for small businesses in the following
ways:
•Effective hiring. Small businesses can use HRM practices to identify and attract
the right talent, ensuring each employee contributes significantly to the company's
success.
•Compliance. Employment laws apply to businesses of all sizes. HRM can help
small businesses navigate the complex legal landscape, reducing the risk of costly
legal issues.
•Employee development. HRM encourages investment in employee development,
which can give small businesses a competitive advantage. Carefully designed
training and development programs enhance employee skills and contribute to the
company's growth.
•Conflict resolution. Small teams are especially vulnerable to conflicts and
disruptions. HRM practices provide structured methods to address and resolve
conflicts and maintain a harmonious work environment.
•Retention and engagement. HRM helps small businesses with close-knit work
cultures foster employee engagement and loyalty, reducing turnover and
recruitment costs.
•Strategic planning.HRM aligns HR strategies with business goals, ensuring
every HR initiative contributes to the company's strategic plans.
•Scalability.As small businesses grow, their HR needs evolve. HRM practices can
scale to accommodate changing workforce requirements and the demands of new
organizational structures.
 HRM history
Modern human resource management can be traced back to the 18th century.
The British Industrial Revolution gave rise to large factories and created an
unprecedented spike in demand for workers.
With many of these laborers putting in long hours -- often clocking 16-hour
workdays -- it became apparent that worker satisfaction and happiness had a
strong positive correlation with productivity. Seeking to maximize ROI, worker
satisfaction programs were introduced. Factory conditions, safety concerns and
workers' rights also began getting attention in the late 19th and early 20th
centuries.
HR departments within organizations began appearing in the 20th century.
They were often known as personnel management departments that dealt with
legal compliance requirements and implemented worker satisfaction and safety
programs. Following WWII, the U.S. Army's training programs were used as a
model in some companies that started to make employee training a point of
emphasis.
Personnel departments took on the human resources label in the 1970s. The
primary factor that differentiates HR from personnel management is the way
technology began to be used to improve communication and access to employee
information.
 Benefits specialist Or manager
What Does a Benefits Specialist Do?
A benefits specialist actively collaborates with various employees and formulates effective
compensation plans. They also facilitate employee access to their benefits by helping solve
plan changes and claim conflicts.
The benefits specialist role is quickly becoming a crucial position in most organizations.
Both small businesses and major corporations strive to find, hire, and retain new talent for
their workforce. However, keeping talented individuals from leaving for other opportunities
with more incentives has become challenging.

The human resource department may have other roles whose duties overlap with some
responsibilities. Understand the role and its obligations to achieve the right opportunities
and become a talented benefits specialist.

This article explains what benefits specialists do, how they work closely with employees and
vendors like insurance companies, and why they are vital for a successful human resources
department.

Benefits Specialist Role

The benefits specialist position has high stakes. It suits individuals with
solid technical thinking skills who can compare costs and budgets. They
also recommend executive leadership and top-level managers when
planning a company’s employee benefit plans.

Benefits specialists are responsible for benefits administration and

ensuring employees get incentives. They also follow up with insurance
companies regarding any claims filed and notify employees of any
technical complications. Therefore, they are crucial in assuring employee
satisfaction with the human resources department.

Described below are some responsibilities typical to all benefits specialist

positions:

•They ensure the accuracy regarding the company’s benefits

enrollments in the human resource sector to enable vendors to access
accurate eligibility data.
•Benefits specialists assist with new-hire orientations.
 •They perform strategic quality checks of all benefit-related
information.
•They respond to benefits questions from workers and managers
regarding general inquiries, federal and state laws, status changes,
benefits enrollments, and plan provisions.
•Administers and processes all disability paperwork and leave-of-
absence requests such as FMLA, disability, personal, and medical.
•They respond to workers’ and managers’ 401 (k) questions
regarding contribution amounts, plan changes, and enrollments and
manage the yearly catch-up contribution enrollment.
•They administer the reimbursement program and assist with the
enrollment procedures.
You’ll need the relevant human resources education if you feel the benefits
specialist role is for you. Check out our quality human resources
certifications at HR University to become a skilled human resources
professional.

Benefits Specialist Responsibilities

Benefits specialists collaborate closely with benefits coordinators and
managers to bring employee benefits plans to life. However, they have their
designated responsibilities within the workflow. They ensure insurance
companies and other benefits suppliers have everything they need to provide
employees with the promised incentives.
A glimpse at an employee benefits specialist job description shows you how
their duties focus on communicating with employees and vendors, analyzing
benefits related data for better planning, and resolving employee concerns.
Some essential duties associated with the benefits specialist role are explained
below.

Compare Benefits Plans Costs

A benefits specialist’s most crucial duty is formulating attractive and affordable
benefits packages. They must compare health insurance covers from multiple
insurance companies and choose those that offer the most value to employees
and the organization.

This responsibility requires benefits specialists to have the skills necessary for
performing productive financial calculations. Additionally, they must apply the
same strategy to 401 (k) plans, company investments, life insurance benefits,
and dental packages.

Benefits specialists negotiate benefits programs with one-year contracts.

Nevertheless, most corporations may opt for multi-year agreements to help
save costs. Here, the benefits specialists’ job is to select the best contract
and compare the flexibility in procedures

Create Retirement Plans, Pension Terms, and Investment Options

The benefits specialists’ task is to compare all available retirement plan options, such
as IRA contribution options, the standard fixed-benefit pension plan, matching
contribution programs, and 401 (k) providers.

Additionally, they should track changing retirement costs and programs to inform the
organization and employees accordingly.

It is a high-stakes responsibility that can affect employees’ lives as their careers end
and they move closer to retirement. Therefore, benefits specialists must conduct
extensive research into federal and state laws, seek consultation from high-level
managers, fellow specialists, and executives, and discuss the matter with the workers.

Interact with the Public and Employees

Since they have extensive knowledge and experience in benefits, these
specialists can help educate workers regarding the available options for
healthcare packages, retirement programs, and insurance packages. They
can also work with publishing houses to create smartly designed guides to
teach employees about benefits programs. Such well-written content is
distributed, published, and printed for distribution in various departments.

Benefits specialists also serve as educators and intermediaries between

employers and workers regarding benefits plans. Therefore, they must
have seasoned benefits negotiation expertise, extensive human resources
understanding, and the capability to interact with the public.
Analyze Benefits and Compensation Statistics
Benefits specialists perform cost and data analysis to formulate logical conclusions
about benefits plans. For instance, they can analyze compensation and analyze the
worth of selecting a specific salary model for a particular group of workers. Or they
investigate how switching benefits vendors will impact expenditures.

Such analytical skills can help benefits specialists improve their strategies in a
more data-driven manner. Additionally, they can show the insights they have
gathered to senior stakeholders and help inform their higher-level decision-
making about employee benefits and compensation plans.
Conclusion
The human resources department relies on benefits specialists to
effectively assist employees in all matters related to benefits or
compensation. Therefore, benefits specialists play an integral role in
helping organizations have a satisfied workforce. They do so by relieving
employees of any anxieties related to their benefits and incentives.

The benefits specialist’s role requires solid communication skills, strong

critical-thinking abilities, and close attention to detail. Since they work
with multiple parties simultaneously, they also need to be proficient in
human resources management.
What Should Benefits Specialists Know in Human Resource
Management?
As the name suggests, a benefits specialist requires specialization in the
benefits and compensation plan. Thus, it demands analytical skills along
with adequate human resources training and experience. In addition, a
good benefits specialist must easily interpret, evaluate and understand
complex retirement programs, insurance plans, and employment laws.
They should also know about and introduce extra compensation programs
such as stock ownership and profit-sharing.

Which Skills are Crucial for a Benefits Specialist in Human

Resources?
Benefits specialists must possess numerous skills, including proficiency in
software tools such as Microsoft Office and Google tools. In addition, they
should be talented in time management and organizational skills. Besides, they
need to have outstanding verbal and written communication skills.

Most importantly, they must showcase extensive expertise in applicable laws

and employee benefits. Therefore, seeking a bachelor’s degree in human
resources management is also a strategic approach to landing a job as a
benefits specialist.

If you are new to Human Resources and are looking to break into a Benefits
Specialist role, we recommend taking our HR Certification Courses, where you
will learn how to build your skillset in human resources, build your human
resources network, craft a great HR resume, and create a successful job search
strategy that lands you a sought-after Benefits Specialist job
LITERATURE
REVIEW
 LITERATURE REVIEW

1.Giesel(2005): In a study on newyork city council passes has found that

grocery stores and other retailers that sell groceries to make sustaintial
contributions toward their employees health insurance coverage costs by
the newyork council, estimated amount of contribution to each employee
per hour, coverage of the mandate, implications of the legislation for the
Employees Retirement Income Security Ac.

2.Gresham(2005): in a study on responsibility in plan language found

that the responsibilty of an employee to handle health costs throug a
consumer directed plan. Explanation on the defined contribution
retirement products, reflections, reason it is necessary that benefits
manager should continously reassess therir programmes and
communications with their employees.

3.Miller(2008) : in a study on health paid leave benefits has found that health
coverageremains by far the most costly benefits provided to employees more than
one quarter of human resource professionals, 29%, indicated their organisation now
provide healthsaving accounts, paid family leaves and paid paternity leave all
declined in 2008compared with 2007.

4.Furtado(2009): in a study on compensation and benefit systems has found that

these systems should be strategically designed for the purpose they are intended to
plan and the results they are trying to drive. Benefits include health, retirement and
provident fund
plans designed to help protect and ensure employees‟ financial security , as well as
programmes providing pay for time not worked. Over a period of time, employee
benefits of insurance coverage and some pre- requisite to a comprehansive range of
benefits.Benefit strategy is the one definable link in a strategic chain. Benefit system
is the fundamental part of all organizations. The companies on the top have better
planned and implemented benefit systems.

5.Report(2008): in a study on the Accenture offers a variety of benefits to its employees

has
found that the Accenrture‟s Fun Program includes providing gyms at workplace.
Wellness centers are used to spread awareness about the importance of a healthy lifestyle
and gives tips an diet and training about various forms of exercise. Employees have access
to an entire array of recreational facilities like gymnasium, table tennis, billiards,yoga,
meditation etc. teamwork is encouraged through activities like on the floor contests,team
outings, offsite meetings and celebrations on festivels, project go- live birthdays
etc,employee health and safety is of utmost significance to accenture.
6.Oberoi(2010): in a study on rewards and benefits has found that it is
not just how much reward our staff that matters. Rather, it is what
reward them for how measure the results of this investment. Variable
pay, benefits differentiated rewards and performance matrics these are
all key aspects play the important role in ROI measurement and essential
part of an organization's reward architecture .In benefit. Organization have the
mindset that their high performance will only stay with them if their salary was
externally competitive not only on aspects , but also in term of benefit and
total remuneration.

7.Miller(2008): in a study on health paid leave benefits has found that

health coverage remains by far the most costly benefits provided to
employees more than one quarter of human resource professionals, 29%,
indicated their organisation now provide health saving accounts, paid
family leaves and paid paternity leave all declined in 2008compared with
2007.
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY
Research methodology1,2 is a structured and scientific approach used to
collect, analyze, and interpret quantitative or qualitative data to answer
research questions or test hypotheses. A research methodology is like a plan for
carrying out research and helps keep researchers on track by limiting the scope
of the research. Several aspects must be considered before selecting an
appropriate research methodology, such as research limitations and ethical
concerns that may affect your research.

The research methodology section in a scientific paper describes the different

methodological choices made, such as the data collection and analysis methods, and
why these choices were selected. The reasons should explain why the methods chosen
are the most appropriate to answer the research question. A good research
methodology also helps ensure the reliability and validity of the research findings.
There are three types of research methodology—quantitative, qualitative, and mixed-
method, which can be chosen based on the research objectives.

What is research methodology?

A research methodology describes the techniques and procedures used to identify and

analyze information regarding a specific research topic. It is a process by which

researchers design their study so that they can achieve their objectives using the

selected research instruments. It includes all the important aspects of research,

including research design, data collection methods, data analysis methods, and the

overall framework within which the research is conducted. While these points can

help you understand what is research methodology, you also need to know why it is

important to pick the right methodology.

Advantages:
•Helps other researchers who may want to replicate your research; the
explanations will be of benefit to them.

•You can easily answer any questions about your research if they arise at a
later stage.
•A research methodology provides a framework and guidelines for researchers
to clearly define research questions, hypotheses, and objectives.

•It helps researchers identify the most appropriate research design, sampling
technique, and data collection and analysis methods.

•A sound research methodology helps researchers ensure that their findings are
valid and reliable and free from biases and errors.

•It also helps ensure that ethical guidelines are followed while conducting
research.

•A good research methodology helps researchers in planning their research

efficiently, by ensuring optimum usage of their time and resources.

Types of research methodology

There are three types of research methodology based on the type of research

and the data required.1

•Quantitative research methodology focuses on measuring and testing

numerical data. This approach is good for reaching a large number of people
in a short amount of time. This type of research helps in testing the causal
relationships between variables, making predictions, and generalizing results to
wider populations.
•Qualitative research methodology examines the opinions, behaviors, and
experiences of people. It collects and analyzes words and textual data. This
research methodology requires fewer participants but is still more time
consuming because the time spent per participant is quite large. This method is
used in exploratory research where the research problem being investigated is
not clearly defined.
•Mixed-method research methodology uses the characteristics of both
quantitative and qualitative research methodologies in the same study. This
method allows researchers to validate their findings, verify if the results
observed using both methods are complementary, and explain any unexpected
results obtained from one method by using the other method.

What are the types of sampling designs in research methodology?

Sampling is an important part of a research methodology and involves

selecting a representative sample of the population to conduct the study,

making statistical inferences about them, and estimating the characteristics of

the whole population based on these inferences. There are two types of

sampling designs in research methodology—probability and non probability.

Probability sampling
In this type of sampling design, a sample is chosen from a larger population

using some form of random selection, that is, every member of the population

has an equal chance of being selected. The different types of probability

sampling are:

•Simple random—every single member is chosen randomly.

•Systematic—sample members are chosen at regular intervals. It requires selecting

a starting point for the sample and sample size determination that can be repeated at
regular intervals. This type of sampling method has a predefined range; hence, it is
the least time consuming.

•Stratified—researchers divide the population into smaller groups that don’t

overlap but represent the entire population. While sampling, these groups can be
organized, and then a sample can be drawn from each group separately.
•Cluster—the population is divided into clusters based on demographic parameters
like age, sex, location, etc.

Non probability sampling involves feedback based on a researcher’s sample

selection capabilities and not on a fixed selection process. The different types of non
probability sampling methods are:
•Convenience—selects participants who are most easily accessible to researchers
due to geographical proximity, availability at a particular time, etc.

•Purposive—participants are selected at the researcher’s discretion. Researchers

consider the purpose of the study and the understanding of the target audience.

•Snowball—already selected participants use their social networks to refer the

researcher to other potential participants.

•Quota—while designing the study, the researchers decide how many people with
which characteristics to include as participants. The characteristics help in choosing
people most likely to provide insights into the subject.

What are data collection methods?

During research, data are collected using various methods depending on the

research methodology being followed and the research methods being

undertaken. Both qualitative and quantitative research have different data

collection methods, as listed below.

Qualitative research

•One-on-one interviews:Helps the interviewers understand a respondent’s

subjective opinion and experience pertaining to a specific topic or event

•Document study/literature review/record keeping:Researchers’ review of

already existing written materials such as archives, annual reports, research
articles, guidelines, policy documents, etc.
•Focus groups: Constructive discussions that usually include a small sample of
about 6-10 people and a moderator, to understand the participants’ opinion on a
given topic.

•Qualitative observation: Researchers collect data using their five

senses (sight, smell, touch, taste, and hearing).

Quantitative research

•Sampling: The most common type is probability sampling.

•Interviews: Commonly telephonic or done in-person.
•Observations: Structured observations are most commonly used in quantitative
research. In this method, researchers make observations about specific behaviors of
individuals in a structured setting.

•Document review: Reviewing existing research or documents to collect evidence

for supporting the research.

•Surveys and questionnaires.Surveys can be administered both online and offline

depending on the requirement and sample size.

What are data analysis methods?

The data collected using the various methods for qualitative and quantitative

research need to be analyzed to generate meaningful conclusions. These data

analysis methods7 also differ between quantitative and qualitative research.

Quantitative research involves a deductive method for data analysis where

hypotheses are developed at the beginning of the research and precise measurement

is required. The methods include statistical analysis applications to analyze

numerical data and are grouped into two categories—descriptive and inferential.
Descriptive analysis is used to describe the basic features of different types of data to
present it in a way that ensures the patterns become meaningful. The different types
of descriptive analysis methods are:
•Measures of frequency (count, percent, frequency)

•Measures of central tendency (mean, median, mode)

•Measures of dispersion or variation (range, variance, standard deviation)

•Measure of position (percentile ranks, quartile ranks)

Inferential analysis is used to make predictions about a larger population based

on the analysis of the data collected from a smaller population. This analysis is
used to study the relationships between different variables. Some commonly
used inferential data analysis methods are:
Correlation: To understand the relationship between two or more variables.
•Cross-tabulation: Analyze the relationship between multiple variables.

•Regression analysis: Study the impact of independent variables on the dependent

variable.

•Frequency tables: To understand the frequency of data.

•Analysis of variance: To test the degree to which two or more variables differ in
an experiment.

How to choose a research methodology?

Here are some important factors to consider when choosing a research

methodology:

1.Research objectives, aims, and questions—these would help structure the

research design.

2.Review existing literature to identify any gaps in knowledge.

3.Check the statistical requirements—if data-driven or statistical results are

needed then quantitative research is the best. If the research questions can be
answered based on people’s opinions and perceptions, then qualitative research
is most suitable.
4.Sample size—sample size can often determine the feasibility of a research
methodology. For a large sample, less effort- and time-intensive methods are
appropriate.

5.Constraints—constraints of time, geography, and resources can help define the

appropriate methodology.

How to write a research methodology?

A research methodology should include the following components

1.Research design—should be selected based on the research question and the

data required. Common research designs include experimental, quasi-
experimental, correlational, descriptive, and exploratory.

2.Research method—this can be quantitative, qualitative, or mixed-method.

3.Reason for selecting a specific methodology—explain why this

methodology is the most suitable to answer your research problem.

4.Research instruments—explain the research instruments you plan to use,

mainly referring to the data collection methods such as interviews, surveys, etc.
Here as well, a reason should be mentioned for selecting the particular
instrument.

5.Sampling—this involves selecting a representative subset of the population

being studied.

6.Data collection—involves gathering data using several data collection

methods, such as surveys, interviews, etc.

7.Data analysis—describe the data analysis methods you will use once you’ve
collected the data.

8.Research limitations—mention any limitations you foresee while conducting

your research.

9.Validity and reliability—validity helps identify the accuracy and truthfulness

of the findings; reliability refers to the consistency and stability of the results
over time and across
different conditions.

10.Ethical considerations—research should be conducted ethically. The

considerations include obtaining consent from participants, maintaining
confidentiality, and addressing conflicts of interest.
 DATA ANALYSIS
AND
INTERPRETATION