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What Is Human Resource Management Definition + Career Guide

Human Resource Management (HRM) involves coordinating and managing employees to achieve organizational goals, focusing on recruitment, performance evaluation, compensation, employee development, and health and safety. HRM careers typically require a bachelor's degree, with opportunities for specialization and certification, and aim to create a positive company culture while ensuring compliance with laws. Key roles in HRM include payroll specialists, training managers, HR managers, and benefits managers, each with varying responsibilities and salary ranges.

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5 views

What Is Human Resource Management Definition + Career Guide

Human Resource Management (HRM) involves coordinating and managing employees to achieve organizational goals, focusing on recruitment, performance evaluation, compensation, employee development, and health and safety. HRM careers typically require a bachelor's degree, with opportunities for specialization and certification, and aim to create a positive company culture while ensuring compliance with laws. Key roles in HRM include payroll specialists, training managers, HR managers, and benefits managers, each with varying responsibilities and salary ranges.

Uploaded by

kamran.warrior0.2
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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What Is Human Resource Management?

Definition + Career Guide


Learn about human resource management roles, responsibilities, salary, and how to get
started.

Human resource management (HRM) involves coordinating, managing, and


allocating human capital, or employees, in ways that move an organisation’s goals
forward. HRM focuses on investing in employees, ensuring their safety, and
managing all aspects of staffing, from hiring to compensation and development.

HRM careers may specialise in compensation, training, or managing employees.


Most human resources management professionals hold a bachelor’s degree and
some pursue a master's degree. HRM professionals can also earn professional
certifications to help build knowledge and increase earning potential. HR
management aims to create a company culture and accomplish its mission and
overall goals through employee management.
Definition of human resource management (HRM)
Human resource management is organising, coordinating, and managing
employees within an organisation to accomplish its mission, vision, and goals. This
includes recruiting, hiring, training, compensating, retaining, and motivating
employees.

HRM staff also develops and enforces policies and procedures to help ensure
employee safety. The HRM team manages adherence to federal and state laws that
may work to protect employees’ private information and ensure their physical
safety and mental and emotional well-being. Organisations of varying sizes and
industries rely on HRM to keep business running smoothly and efficiently.

Purpose of human resource management (HRM)


Companies use HRM to invest in employees, boost job satisfaction, and improve
employee performance. The methodology behind HRM recognises the value
employees bring to an organisation, also known as human capital. Investing in
employees and strategically supporting their needs can improve job satisfaction,
resulting in greater success in their role within an organisation.

Well-trained, competent, valued, employer-supported employees will likely have


the skills and motivation to accomplish the organisation’s goals. This might
include tuition reimbursement programs, on-the-job training, or mentorships
within an organisation that can help employees develop their talents and boost
productivity. HRM aims to create a highly skilled workforce and increase
confidence and competence, motivating employees to contribute.

HRM has a strong focus on company culture and job satisfaction. Much of what
motivates employees comes from the culture in which they work. Building and
maintaining company culture can be challenging to measure and quantify, but it’s
an essential function of HRM to retain and recruit employees.

HRM also protects employees. Human resource (HR) professionals manage legal
documents, policies, and regulations, identify what applies to their organisation,
and find effective ways to educate employees and enforce company policy.

HRM aims to be an ally or partner to employees. HRM emphasises employee


development whilst protecting employees from discrimination, workplace hazards,
and unfair compensation.

5 basic elements of human resource management


(HRM)
HRM includes:

• Recruiting new hires


• Evaluating employee performance
• Ensuring fair compensation and benefits
• Training employees and supporting education and development
• Protecting the health and safety of all employees

These are critical cornerstones of the work of HRM professionals. From crafting a
job posting to providing continuing education options, HRM functions at all stages
of an employee's journey with an organisation.

To be an effective HRM professional, you will need a mix of personal and technical
skills like recruitment strategies, creating compensation plans, and
communication and team building.
1. Recruitment

An effective recruitment process is at the foundation of HRM. If you can recruit


good talent, you can build on their skills and invest in employees for years to come
as they add value to the organisation. Equally important is company culture. You
want employees who add to the culture of the organisation. Some common
recruiting tools HRM may use include job aggregators like Naukri, Indeed or
Foundit, video interviewing, or even social media sites like LinkedIn.

2. Evaluation and performance management

HRM uses data to track employee performance to ensure a highly trained and
capable workforce. The data compiled can also be used to change staff training
methods, implement a merit-based system for raises, and more. HRM professionals
use formal measures like performance reviews and informal techniques like
interviews or surveys.

3. Compensation

Compensation means salary, commission, benefits, time off, and other non-
monetary benefits. HRM uses the industry standard to set salary, commission rates,
and benefits. This ensures fairness and allows for a consistent company standard.
Some organisations may use performance reviews to adjust an employee’s salary.

4. Employee development and learning

Engaged employees are effective employees. HRM understands the importance of


a workforce that is challenged but also supported. Most employees want
opportunities for advancement and to feel competent and valued in what they
bring to an organisation.

Part of HRM is providing employees with these learning opportunities. This might
include tuition reimbursement programs, on-the-job training options, conferences,
conventions, or certification programs. Aside from individual learning, HRM can
also use employee development and knowledge to help employees adapt to
organisational changes, such as system upgrades, technology shifts, and new
policies.

5. Employee health and safety

The safety and well-being of an organisation’s employees are critically important


aspects of HRM. Employee health and safety covers a lot, such as safety against
harassment, discrimination, or bullying in the workplace. It can mean physical
security that would involve building fire code compliance. It can also mean
adherence to labour laws that protect an employee's rights in the workplace and
cybersecurity or safeguarding an employee’s personal information.

A lot goes into protecting all aspects of employees’ health and safety, and it is an
HRM professional’s job to ensure that protection. HRM professionals may do this by
installing security cameras, enforcing internet usage rules, implementing a zero-
tolerance policy, or creating restricted access areas.

Careers in human resource management (HRM)


You can find many different careers in HRM, with varying points of entry. Most
positions in HRM require at least a bachelor’s degree in human resources or a
related field. You can also earn certifications to help you find the best position
within the vast area of HRM.
HRM professionals will likely have to become more skilled with artificial
intelligence (AI) and learn to work with employees working remotely or in a hybrid
environment. With the gig workforce growing, independent workers may also be
part of the team. Additionally, since AI is growing, expect to learn more computer
skills in human resource positions. In the future, employee leads may come in with
the help of AI as much as humans.

*All base salaries sourced from Glassdoor as of November 2023.

Payroll specialist

Average annual salary in India: ₹6,66,666

Payroll specialists gather employee information, ensure accuracy, and administer


compensation based on hours worked. This role usually works with a team of other
payroll specialists and other departments to approve expenses, manage budgets,
and process payroll. A degree in accounting or experience in payroll or accounting
is common.

Training and development manager

Average annual salary in India: ₹9,74,770

A training and development manager, and a training coordinator oversee


employment training and implement training initiatives to build employee
competence. Other responsibilities of this role include communicating an
organisation's mission statement or company values and creating training
programmes. Training coordinators typically hold a bachelor’s degree and relevant
certifications and have experience in HR.
Human resources manager

Average annual salary in India: ₹9,08,000

An HR manager oversees an entire HR department or a portion of an HR


department, depending on the company’s size. This role manages staff hiring,
implementing policies, handling payroll and benefits, and advising managers or
other supervisors from other departments. Qualifications typically include a
bachelor’s degree in human resources or a related field, experience in HR, and
possibly certifications.

Benefits manager

Average annual salary in India: ₹19,49,017

Benefits managers oversee the payroll department, ensuring all functions related
to compensation and benefits are carried out and accurate. This job ensures
employees are paid based on an organisation’s pay structure and benefits are
granted per employee contracts. As a benefits and compensation manager, you
also meet with other departments to discuss financial matters. Qualifications
typically include a bachelor’s degree in accounting or a related field, experience in
payroll or management, and possibly certifications, depending on your employer.

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