Human Resources
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Human Resources
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This Internet Guide is based on: Human Resource Management in a Business Context
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Introduction - Human resource management (HRM) is a relatively modern label for the range of themes and practices involved in managing people. It is defined and described in a variety of (sometimes contradictory) ways.
Specialist Personnel Functions
- Recruitment - advertising for new employees and liaising with employment agencies.
- Selection - determining the best candidates from those who apply, arranging interviews, tests, references.
- Promotion - running similar selection procedures to determine progression within the organization.
- Pay - a minor or major role in pay negotiation, determination and administration.
- Performance assessment - co-ordinating staff appraisal and counselling systems to evaluate individual employee performance.
- Grading structures - as a basis for pay or development, comparing the relative difficulty and importance of functions.
- Training and development - co-ordinating or delivering programmes to fit people for the roles required by the organisation now and in the future.
- Welfare - providing or liaising with specialists in a staff care or counselling role for people with personal or domestic problems affecting their work.
- Communication - providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos.
- Employee Relations - handling disputes, grievances and industrial action, often dealing with unions or staff representatives.
- Dismissal - on an individual basis as a result of failure to meet requirements or as part of a redundancy, downsizing or closure exercise, perhaps involving large numbers of people.
- Personnel administration - record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax.
Source: adapted from Price, A.J., (1997, 2004, 2007), Human Resource Management in a Business Context, CENGAGE/Thomson Learning.
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