Hr Management is the process of Hiring, Developing, Appraising and Releaving personel, for a company.
HR is the most important department and determines the sucess of a Company. They are responsible for
1) Getting the Right People in the Company
2) Ensuring that the Right people have the right seat (Profile Requirements : Personel SWOT matching)
3) Assures the knowledge bank of the company
4) Ensures adherence to companies values
5) Ensures fair appraisal and development
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Please Tell Me Something About The Hr Management?4 comments to Please Tell Me Something About The Hr Management? |
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Hr managment is a management of workforce and it also include appointing a job through recruitment, selecting, interviewing and looking after the welfare of people at work.
HR Management is an Ocean. If u want it in two words then, “HANDLING PEOPLE”
he Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can’t yet afford part- or full-time help. However, they should always ensure that employees have — and are aware of — personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, “should HR be in the Organization Development department or the other way around?”
The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the “Personnel Department,” mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the “HR Department” as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Human resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, employee relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm’s organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from the organization’s human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. Human resource management serves these key functions:
Recruitment Strategy Planning
Hiring Processes(recruitment)
Performance Evaluation and Management
Promotions
Redundancy
Industrial and Employee Relations
Record keeping of all personal data.
Compensation, pensions, bonuses etc in liaison with Payroll
Confidential advice to internal ‘customers’ in relation to problems at work. http://en.wikipedia.org/wiki/Human_resou…http://www.hr.com/servlets/sfs?i=1116423…