Human Resource Management is the term used to describe formal systems devised for the management of people within an organization. These human resources responsibilities are generally divided into three major areas of management that is staffing, employee compensation, and defining/designing work. Essentially, the purpose of human resources management is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. The basic mission of human resources will always be to acquire, develop, and retain talent align the workforce with the business and be an excellent contributor to the business.
Human resource management is concerned with the development of both individuals and the organization in which they operate. Human resources management, then, is engaged not only in securing and developing the talents of individual workers, but also in implementing programs that enhance communication and cooperation between those individual workers in order to nurture organizational development.
The primary responsibilities associated with human resource management include job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward systems for employees, professional development of workers, and maintenance of work force.
Human resource management functions are ideally positioned near the theoretic center of the organization, with access to all areas of the business. Since the human resources management department or manager is charged with managing the productivity and development of workers at all levels, human resource personnel should have access to and the support of key decision makers. In addition, the human resources management department should be situated in such a way that it is able to effectively communicate with all areas of the company.
Human resource management is concerned with the development of both individuals and the organization in which they operate. Human resources management, then, is engaged not only in securing and developing the talents of individual workers, but also in implementing programs that enhance communication and cooperation between those individual workers in order to nurture organizational development.
The primary responsibilities associated with human resource management include job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward systems for employees, professional development of workers, and maintenance of work force.
Human resource management functions are ideally positioned near the theoretic center of the organization, with access to all areas of the business. Since the human resources management department or manager is charged with managing the productivity and development of workers at all levels, human resource personnel should have access to and the support of key decision makers. In addition, the human resources management department should be situated in such a way that it is able to effectively communicate with all areas of the company.
Here let me explain some about selection in HRM management. Selection is the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. There are various sources of information about job candidates such as application form, online applications, biographical information blanks, background investigation, polygraph tests, honesty and integrity tests, graphology, medical examinations, drug testing, employment tests and interviews.
Firstly is application form. It ensures consistency on the information you are getting from the candidate, so you are able to define precisely what information you need. Second is an online application. Benefit of online application is it does not require any complex "roll out" procedure to deploy in large organizations. Third is biographical information blanks. These sources can be scored like tests. The questions rarely have obviously right or wrong answers, so it is difficult to be fakes. Fourth is background investigation. The reasons for performing a background check vary. Many employers rely on background checks to verify the information job candidates put on their applications. Fifth are polygraph tests. The polygraph or “lie detector” as the media aptly dubbed the polygraph back in the 1920’s was designed to detect and record deception. The function is that when a person lies, the lying causes a certain amount of stress or anxiety that produces changes in several involuntary physiological bodily reactions. Sixth is honesty tests are a specific type of personality test. Honesty and integrity measures may be broadly categorized into two types. First type is Overt integrity tests gauge involvement in and attitudes toward theft and employee delinquency. Second are personality-based measures typically contains disguised-purpose questions to gauge a number of personality traits. Seventh is graphology. Graphology is the pseudoscientific study and analysis of handwriting especially in relation to human psychology. In corporate life, graphology has great potential in Recruitment, Motivation, Appraisal, Personality Profiling and Counseling; in other words, in building stronger and more appropriate teams. Eighth are medical examinations. The purpose of medical examination is to judge the general health and physical fitness of the candidate. Candidates who are not physically fit for the specific job are rejected even when they show good performance in the tests and personal interview. Ninth are drug testing. A drug test can find concentrations of drug metabolites in a person's urine, hair or blood. A metabolite is a contaminate that determines if a specific drug has been used. Tenth is employment tests and interviews.
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