Human Resource Management

PROGRAM OVERVIEW

Human Resource Management referred to as HRM, Human resource management refers to the effective use of relevant human resources within and outside the organization through the recruitment, selection, training, and remuneration under the guidance of economics and humanism, to meet the needs of the organization's current and future development, and to ensure the realization of organizational goals. It is the whole process of predicting the organization's human resource requirements and making the manpower demand plan, recruiting and selecting the personnel, conducting the effective organization, assessing the performance payment and effectively stimulating, and combining the needs of the organization and individuals for effective development in order to achieve optimal organizational performance.

The process of hiring and nurturing employees is to make them more valuable to the organization. Human resource management includes conducting the job analysis, planning staff needs, recruiting the right people, targeting and training, managing salaries and salaries, providing benefits and rewards, assessing performance, resolving disputes, and communicating with employees at all levels. The core qualities of human resource management include a broad understanding of industry, leadership and effective negotiation skills. Formerly known as personnel management.

The academic community generally divides human resources management into eight modules or six modules: 

1. Human resource planning; 

2. Recruitment and configuration; 

3. Training and development; 

4. Performance management; 

5. Compensation and welfare management; 

6. Labor relationship management. 

Interpret the core ideas of the six modules of human resource management to help business owners grasp the essence of employee management and human resource management.

Difference Between Personnel Management and Human Resource Management

1. The part of management that deals with the workforce within the enterprise is known as Personnel Management. The branch of management, which focuses on the best possible use of the enterprise’s manpower is known as Human Resource Management.

2. Personnel Management treats workers as tools or machines whereas Human Resource Management treats it as an important asset of the organization.

3. Human Resource Management is the advanced version of Personnel Management.

4. Decision Making is slow in Personnel Management, but the same is comparatively fast in Human Resource Management.

5. In terms of personnel management, there is only one piecemeal allocation. However, there are various allocations of various initiatives in human resource management.

6. In personnel management, the basis of work design is the division of work, and in the case of human resource management, employees are divided into groups to perform any task.

7. In personnel management, the basis of negotiations is collective bargaining with union leaders. In contrast, in human resource management, there is no need for collective bargaining because each employee has a separate work contract.

8. In personnel management, compensation is based on job evaluation. Unlike human resource management, the compensation base is through performance evaluation.

9. Personnel management focuses primarily on general activities such as employee recruitment, compensation, training and harmony. Instead, the focus of human resource management is to treat individual employees as valuable assets that need to be valued, used, and preserved.

The prospects of human resources management

Human resources management related positions of enterprises and institutions and their consulting institutions are engaged in recruitment, human resources development, assessment, salary management, employee training, office secretarial work, etc.

Within companies, human resources positions generally fall into one of two categories: generalist and specialist. Generalists support employees directly with their questions, grievances, and work on a range of projects within the organization. They may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs. Specialists, conversely, work in a specific human resources function. Some practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later.

Human resource consulting is a related career path where individuals may work as advisers to companies and complete tasks outsourced from companies. Some individuals with PhDs in HR and related fields, such as industrial and organizational psychology and management, are professors who teach human resources principles at colleges and universities. They are most often found in Colleges of Business in departments of human resources or Management. Many professors conduct research on topics that fall within the human resources domain, such as financial compensation, recruitment, and training.

SAMPLE COURSES

• Western Economics

• statistics

• Organizational Behavior

• management

• Accounting

• Compensation management

• Job analysis and evaluation

• Welfare management

• Labor relationship

• Strategic management

• Performance management