Human Resource Management (HRM) is the process of managing people in organizations in a structured and thorough manner. HR manager is responsible for managing employee expectations vis-a-vis the management objectives.
Articles on Human Resource Management
In this article, we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for organizational success.
The scope of HRM covers but is not limited to - HR planning, hiring, training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
The important processes in Human Resource Management are - Human resource planning, Employee remuneration and Benefits Administration, Performance Management of Employees, Employee Relations etc.
Human Resource Planning or HRP is the process of forecasting the future human resource requirements of the organization. The article discusses the need for HR Planning and the various steps involved in HRP process.
The change in the industry landscape from manufacturing to services has meant that the role of the HR function has changed as well. This article examines some trends that have emerged concomitant to these changes and how the HR professionals are now much sought after leading to many graduates choosing HR as their specialization.
A HR manager has lot of tasks to do in contemporary organizations and this article discusses some of the key activities that the HR manager has to perform in modern organizations. The key theme in this article is that the HR managers have to take care of the employee lifecycle from hiring to exit and hence, they have a critical and crucial role in the organization.
This article discusses the staffing and hiring role of the HR manager during the tech boom of the early years of the last decade and contrasts it with the same during the current bust phase. The key theme in this article is that HR managers must resort to strategic workforce planning as a means of managing talent shortage as well as smoothening the downsizing imperative.
Leadership development in successful companies is done by a collaborative effort between the HRM function and the senior management. This article discusses the insights gleaned from recent research into the leadership development efforts of successful companies by the HRM function in partnership with existing leaders.
With the advent of the SHRM or the Strategic Human Resource Management perspective, focus has shifted from treating the employees yet another asset to placing them in the centrality of the organizational processes. This means that the HR managers have to play a critical role in enabling and empowering employees. This article discusses how these objectives play out in the real world.
This article is based on cutting edge research done by the famous business-consulting firm, Boston Consulting Group. The key themes that are discussed in this article are those concerning talent management by successful companies. The overriding message from this research is that there must be all round HRM excellence and not only in the realm of compensation or employee benefits. Further, a fulfilling work environment works wonders for employee enabling.
There has been a marked movement towards outsourcing positions within the organization to vendors who would supply resources for the said jobs. These positions and roles are deemed to be those that can be done by resources from outside.
Performance Management in HR is the process of reviewing an employees performance during the preceding year and deciding where he or she stands as far as their peers in the same band are concerned.
This article continues the series on HRM practices of successful companies and specifically focuses on how these successful companies practice performance management systems and promote meritocratic cultures and reward appropriate performance.
People are the lifeblood of any organization. In this article, we discuss the different hiring strategies as well the strategic imperatives that underpin the hiring of people in organizations.
This article discusses the emerging trend of HR managers and recruiters using information from Facebook profiles of job applicants to base their hiring decisions. The key theme in this article is that potential job applicants need to be wary of posting information about themselves and their friends on Social Media, which can be used against them.
This article discusses the process of background checks that many corporates are running to check the credentials of their employees. The key theme in this article is that both employees and employers have to honor their side of the commitment and for employees especially, it is better to be straightforward about what they declare on their resumes and application forms.
Retention Strategy generally includes a plan for redressing employee grievances and ways and means to address employee issues. Employee Retention strategies followed by the organizations are discussed in detail.
Strategic Human Resource Management is the practice of aligning business strategy with that of HR practices to achieve the strategic goals of the organization.
With the advent of globalization, organizations have increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management.
We often hear the term HRM and Personnel management and wonder about the difference between them. Cynics might point to the fact that whatever term we use, it is finally about managing people.
Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational.
The performance appraisal process is the time of the year when the employees are evaluated on their performance during the last six months or one year depending upon the timeframe that is set for the same.
The performance appraisal interview is the first round in the performance appraisal process and this is the round in which the manager communicates his evaluation of the employees performance.
Employee Relations consists of all those areas in Human resource Management that involves general relationship with the workforce.
Employee rewards and recognition system is not just a positive thing to do with people but communicating it effectively is an efficient tool in encouraging them to create and bring business for you.
The concept of linking pay to performance has taken on an entirely new dimension with the introduction of variable pay. This article discusses some aspects of the variable pay and performance linked incentives in place in the contemporary organizations.
With the advent of globalization, it has become imperative for organizations to have a workforce that is composed of different ethnicities and with the maturing of the business paradigm; gender is no longer a constraint.
This article looks at the reasons for managing workforce diversity and the issues that management brings to the fore.
Employees are the biggest assets of any organization and well managed and co-coordinated safety programs can minimize the loss and damage to them as well as to the organization.
Designing Effective safety plans requires thorough analysis of workplace conditions and determining the level of protection required.
OSH Act covers both employers and employees in most private and public sector workplaces either directly through federal OSHA or through an OSHA approved State Program.
In todays tough world, coordinating a multicultural or diverse workforce is a real challenge for HR department. Human resource managers are on their toes to strike a balance between employer and employees keeping in mind the recent trends in the market.
HR audits are done to examine whether the existing HR system are in line with the organizations policies, strategies and objectives, and legal requirements. Lets understand the need and importance of human resource audit in detail.
There has been a sea change in the demand supply equation for prospective employees and it is no longer the cakewalk that earlier recruits had when it was about hiring. This article discusses some aspects of the hiring strategies and how fresh graduates can benefit even in these tough times.
Attrition is a challenge for any organization and more so when the employee is valuable to the organization. It is for this reason that contemporary organizations devise many strategies to curb attrition and engage the employees and address their concerns. This article discusses some aspects of the attrition challenge by examining some real world cases and explores how multinational companies deal with the phenomenon of attrition.
The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this article we discuss the process of employee separation.
This article in the HRM series is about how to become an HR professional and succeed in the real world. The tips and guidance provided in this article can be used to make a mark whether one is applying to a B-School, Getting a Summer Internship, or stepping into a full-time career as an HR professional.
In recessionary times, the HRM function has the unenviable task of managing layoffs, motivating employees who remain, and ensuring that the organization practices what it preaches and is not a fair-weather friend to the employees. Further, the companies themselves need to realize that good people management often translates into good economic performance.
In recent years, there has been a trend in some services sector firms to have a people manager for the employees who is distinct from the project manager. This article discusses this trend and assesses the reasons for having a dual approach towards reporting. The key theme in this article is that the shift in emphasis from treating people as yet another factor of production to treating them as the key assets and sources of competitive advantage has prompted the development and emergence of the trend towards having a people manager who is responsible for personality development.
In recent years, temporary workers and contract staff have become the norm in many companies with their proportion of the total employee strength going up steadily. This article discusses the implications of hiring temporary workers and examines the positive and the negative aspects. The key theme in this article is that when managed properly and when contracts are clear and unambiguous, hiring temporary workers can lead to cost savings and increased productivity and profitability.
Employment contracts govern the employer-employee relationship. Thus, there is a need to draft precise and proper as well as foolproof employment contracts so that there are no legal disputes from misinterpretation and misunderstanding. Apart from that, with the changing nature of the employment relationship, it becomes clear that Human Resources professionals must change with the times and specify the nature of the employment as clearly as possible. This article examines these themes from multiple perspectives.
It is often the case that the absence of employees on planned and unplanned vacations throws a spanner in the wheels of the project. Hence, organizations and managers must plan for these absences by practicing astute and clever project management. This article discusses these aspects and the key theme in this article is that over dependence on a few employees should be minimized even though they might be star performers as any event might strike anytime and to anyone.
This article discusses some perspectives on the hiring and firing of workers across the world. The fact that market forces should determine employment and not the government or the central planners is analyzed in depth in this article. The key theme of this article is that each country needs to determine the optimal labor policy and unlike the west where there are no social and cultural taboos, the eastern countries have their own set of factors that should be taken into consideration.
With layoffs becoming commonplace, you must be prepared for any eventuality. This article suggests some practical tips on what to do in case you are laid off. The key theme in this article is that forewarned is forearmed and hence, look out for the warning signs and prepare yourself and your family members for any eventuality and at the same time, make yourself valuable to your employer as well as in the job market.
An organization generally calls for the services of an HR Consulting firm in cases of termination and outplacement to deal with the whole process in a professional and dignified manner. Lets understand the role of HR Consulting firm during termination and outplacement.
This article is about the concept of Emotional Intelligence or how having a high EQ or Emotional Quotient can help working professionals and managers succeed in the 21st century business landscape. The key theme in this article is that the three traits of empathy, deferring gratification, and having an inner rudder are based on data and research that has proved that in the ultimate analysis, professionals who practice these traits succeed.
Key responsibility areas or KRAs refer to a detailed summary of what all an individual is expected to do at the workplace. Let discuss few parameters which play an essential role in assigning key responsibility areas to the employees.
Human resource department plays an important role in designing and implementing performance appraisals. Let us go through the role of HR in performance appraisals in detail.
The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization.
This article discusses some strategies that can be followed when organizations downsize employees. The key themes in this article are that downsizing is extremely painful and traumatic for the employees and hence, it must be handled with care by the organizations that need to be humane and at the same time firm.
This article discusses the various aspects of attrition in contemporary organizations. The key themes in this article are that while most attrition is harmful to the organization, involuntary attrition is often encouraged by them. In addition, this article makes the case for junior level attrition to be taken seriously especially when studies have shown that such attrition happens because of the managers.
This article discusses the implications of the emerging temp economy or the freelance economy. The key points in this article are that workers worldwide can no longer look forward to stable and secure longer term employment since the very nature of the social contract between the employers and the workers is being redefined. Therefore, our advice to all those entering the workforce is to ensure that they remain competitive all the time.
This article examines the emerging trend of blind hiring in organizations wherein hiring is done based on how well the applicants perform on tasks assigned to them as well as short-listing them based on these criteria instead of short listing them based on which college they attended or which past employer they worked with. The key themes in this article are that hiring must be purely based on merit and not on whom the applicants know and where they are from as well which religion and ethnicity they belong to.
This article examines how HR Managers can enforce ethical rules of conduct, monitor possible violations, and take punitive action when such violations happen. The key themes in this article is that given the increase in the number of business scandals about unethical behaviour, organizations are indeed cracking down on violators and the HR Manager has a vital role to play in the organizational ecosystem as far as ethical and normative conduct is concerned.
This article examines some issues related to Human Resource Management in the Hospitality Sector. The key themes in this article relate to how people make the difference in this sector and hence, it is important to actualize people friendly policies and at the same time, ensure that they practice what they preach.
Much has been written about firms such as Uber and AirBnB as well as UpWork that are the vanguard of the Digital Economy. However, how HR managers in these companies operate and what the paradigm shift in the very nature of work and the social contract between the employers and the employees is usually not discussed. This article examines these themes using real-world examples and provides some discussion points about what HRM means in the times of the Emerging Digital Economy.
We live in an age of acceleration, and the HR Function is not exempt from the speeding up of organizational speed. Thus, the HR Professionals in the present age are under pressure to deliver As of Yesterday and to live in the Here and Now. This article examines such challenges and the brighter sides as well and presents some insights on how HRM can function in the contemporary organizational landscape.
Every organization has some employees who are categorized as Star Performers and Fast Trackers. Such employees must be nurtured and encouraged without losing other employees as well as without creating unhealthy competition among such performers. This article suggests some ways and means for organizations to manage the Uber Achievers and to ensure that the organizational excellence is sustained.
Trust is what binds together nations, communities, and organizations. Thus, there are High Trust Organizations and Low Trust organizations just like the other entities mentioned above, and hence, it is incumbent upon the Leadership and the HR Function to actualize and sustain as well as maintain and uphold trust in normal times as well as during crises. This article examines these themes from multiple perspectives along with real world examples from the corporate world.
Modern day business landscape needs a broad set of skills rather than pure finance, commerce, or management skills that focus on specific skills alone. Thus, HRM strategies must change with the times and concurrently, there is a need for reform of the education sector as well. This means that all stakeholders must come together to broad base the skills of graduates in addition to reworking management education and reorienting it towards the demands of the times.
This article examines the role that the HR (Human Resource) Manager has in cases of handling difficult employees and employees who violate organizational norms. Taking real-world examples and analyzing the reasons for the dismissal of employees, this article explores the central theme of how far the organizations would go in upholding their norms and enforcing discipline that is essential for organizational success.
With automation and robotics, the field of Human Resource Management is expected to change in fundamental ways. Whether it is preparing for mass layoffs or the necessity to retrain and re-skill the employees, HR Professionals have to be innovative and empathetic at the same time. In addition, automation and robotics present opportunities to HR Professionals to reshape their entire profession towards higher value addition in the same manner in which the transition from personnel management to human resource management did.
Silicon Valley firms are known for their workplace cultures that encourage and nurture innovation. This article examines some of the Human Resources policies that have made the Silicon Valley firms the workplaces of the future. This section also discusses some recent controversies that have arisen about gender discrimination and minority harassment. The key theme in this article is that Silicon Valley firms must take the lead in reshaping the workplace of the future just as they have invented the future for the world.
Downsizing and layoffs are part and parcel of any business since economic and business conditions are cyclical meaning that hiring and firing are part of capitalist systems. However, there is a case to be made for professionally handling such exits lest improper and insensitive handling leads to allegations and legal and reputational problems for such organizations. This article examines some ways in which organizations can handle the downsizing without causing problems for either themselves or the employees.
Most of the tasks that the HR function does are routine and repetitive and hence, can be automated. With the automation of the recruitment activities through the use of AI and Analytics, the HR staff can save much time and use the saved time and resources to focus on higher value-adding activities. Apart from this, the HR function can also automate the other tasks such as Payroll and some Performance Management tasks. This article examines these themes with an analysis of how automation creates value for organizations.
Stress and burnout are being reported by many employees who also cite them as the reasons for low productivity and lack of focus. This means that unless employers address these problems, they will lose out on lost hours and other instances of bad judgment and poor decision making. Apart from that, the future world of work would be done by robots that do not get burnout or stressed out and hence, the key theme of this article is that it is in our collective interest to address these problems before they become job killers.
Organizational effectiveness can be enhanced through promoting diversity. This calls for end-to-end HRM strategies that recruit, retain, and encourage diversity. Technology and automation of the HRM value chain are known to eliminate or reduce human biases. Thus, it is essential for the entire HRM value chain to work towards the goal of actualizing a diverse workplace culture free from harassment and discrimination.
This article explains what an HR Scorecard and its benefits to contemporary organizations. The discussion proceeds by listing what an HR Scorecard does and how it works and then examining how benefits the broader organizational strategic goals and objectives. In addition, this article also discusses how HR can gain a seat at the leadership table by keeping score of the benefits from the costs incurred in recruitment and retention strategies.
Typically, the HR Function operates under tight shorter term targets and goals. The advent of the SHRM Paradigm meant that organizations began to consider the human resources as sources of sustainable competitive advantage. In this context, tools such as the HR Scorecard help the organizations to measure and compare data related to broader value creation over the longer term. As what can be measured can be tracked, monitored, and controlled, use of metrics based tools such as the HR Scorecard means that organizations have a better grip on how much value the HR function is creating in the longer term.
The HR Scorecard depends on data and metrics for its sustenance. Technology can help in such aspects by making the data collection more efficient and more importantly, ensure that real-time measurement and tracking can be done. Also, in an Age where Data is the New Oil, technology can help in measuring, monitoring, and matching of the data with the overall objectives. Apart from this, the alignment of the HR and the Organizational Strategies can be better measured and improved upon using technology such as Big Data Analytics and AI-powered algorithms.
Organizations make strategies, and the people execute them. The performance of people against the organizational objectives has to measure, and this is where the HR Scorecard is useful as it provides decision makers with the needed inputs through which they can assess how well the HR Function is performing. In other words, the HR Scorecard aligns the Human Resources and their performance into the overall strategic outcomes and the goals. This article discusses these aspects along with some examples of how this is done in contemporary organizations.
Organizational Dysfunction can be due to a variety of factors. When such dysfunction is due to people, then the HR Function must change its recruitment, training, and retention strategies. In this context, the HR Scorecard provides organizational decision makers with a data-driven and methodological tool to evaluate how well the HR Function is meeting organizational objectives. In this manner, decision-makers can address the specific causes of people dysfunction that are at the root of the overall organizational dysfunction.
Contemporary Organizations embrace a variety of HRM Best Practices. These are mainly to motivate and relax their employees through stimulating their inner needs and external desires. Some of these Best Practices are uniquely Western, and some of them are uniquely Asian. However, there are some Best Practices that are now common worldwide. This article discusses some of these best practices through real-world examples.
The HR Scorecard is a Measurement and Reporting Tool whereas the Data and Business Analytics tool is a forecasting method. Taken together, the HR Scorecard and Analytics tools can be used to actualize Next Generation Reporting and Forecasting. Indeed, as this article explains, data measurement and reporting, as well as forecasting using these tools, can be a game changer for contemporary organizations wishing to drive synergies from integration and efficiencies from economies of scale.
The HR Scorecard is a useful tool to measure how well the HR Function is aligned with the other functions and the broader organizational imperatives. In addition, the HR Function can be used to design risk and reward as well as incentive systems for deserving employees apart from weeding out those who are not performing. Further, the HR Scorecard helps in synergies from integration and efficiencies from the closer alignment of the HR Function with the other functions.
Gig Economy firms are all about the optimum use of their human resources. Considering the fact that the HR Scorecard is all about efficient use of human resources, there are enough benefits for Gig Economy firms to use the HR Scorecard. In addition, using the HR Scorecard in conjunction with technologies such as Big Data and AI would mean that Gig Economy firms can look to the past, understand the present, and map the future. Lastly, the HR Scorecard can help the Gig Economy firms to derive efficiencies from the economies of scale and the synergies from integration.
Organizational Change Initiatives often entail human resource changes. This is where the HR Function has to get involved. Tools such as the HR Scorecard can help management to align outcomes with expectations and vice versa. This article examines how the HR Scorecard can help track and monitor organizational change initiatives in real time and using data-driven approaches. Specific examples are used to illustrate the analysis and the discussion ties in all these points with the HR Scorecard.
This article examines how innovative HR policies can boost employee productivity and enhance organizational effectiveness. Specifically, the article discusses formal and informal methods of training and development and the aspects of fun related policies that can help the organizations to achieve their desired objectives such as reduction in attrition. Lastly, this article also analyzes how the HR Scorecard can be used to measure outcomes against the objectives.
Corporates are changing their recruitment strategies with cutting-edge software and tools automating the initial rounds. Candidates need to be aware of the different ways in which recruiters profile them, assess their technical competence, and then have elaborate face to face or phone/Skype interviews. In this article, we examine some recruitment strategies and suggest some tips for potential candidates to make the most of the recruitment process. We hope that you can use these strategies for your benefit.
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