Human Resource Management – All About HRM

Human Resource Management (HRM) is the branch of management that concerns itself with the management of an organization’s most vital resources – the people who individually and collectively contribute to the organization’s growth and development. Earlier referred to as “personnel management”, HRM basically deals with staffing, developing the capabilities of people, retaining, and compensating them in keeping with their individual performances and organizational requirements.

The HRM discipline is an academic theory that believes that employees are individuals with varying needs and goals, and cannot be thought of as just production resources. The discipline takes a positive view of employees, and seeks to align their personal goals with those of the organization, thus leading to the development of the two in synergy. For this end, HRM also seeks to provide employees with adequate training and mentoring so that they gain an understanding of processes and systems typical of the organization.

HRM in modern organizations includes the activities concerning workforce planning, recruitment of talent, induction or onboarding, training and development, and compensation and performance appraisal. HRM may also extend to cover travel management, labor relations, and employee benefits administration.

At the higher level, HRM strategy deals with the best ways to implement HRM policies. While an organization’s HRM policies may cover several aspects such as recruitment, training, appraisals, and compensation, an overall strategy is required to align all areas of HRM.

Several universities offer programs for the study of HRM. The first institute for the college-level study of HRM, the School of Industrial and Labor Relations was set up by Cornell University. Since then, a number of colleges in the US have initiated courses for the study of HRM. Some of these include the University of Minnesota, Michigan State University, and Ohio State University.

HRM may include jobs that cover general HRM functions or specialized HRM functions. There may be careers only concerning recruitment and placement, or there may be positions only for training development managers. Sometimes, compensation and benefits tasks are handled by compensation analysts or salary administrators.

Apart from the regular graduate colleges offering programs in HRM, there are a great many other courses available for managers who may want to upgrade themselves or take refresher courses in order to enhance career options or just improve their knowledge of the subject. Post-graduate diploma programs are available in several eminent colleges. These deal with the new innovations in the field of HRM and familiarize people with the latest developments in the field.

For the busy managers, there are some part time courses in HRM available as well. These can be attended in the evenings or on weekends. A valuable option for those people who are unable to take time off from their regular jobs, the curriculum of the part time courses should be studied with care before decisions to enroll are taken up. Make sure that the curriculum suits your training needs before you sign up. Also, check for the reputability of the organization before you join. It is important that you come out of the course achieved your goals.

Human Resource Management Is No More Human

Times have changed and so does the way Human Resource of any organization is managed and monitored. Perhaps it may sound easy for a company that has just laid its first footsteps in the industry with a short count of number of employees on the board. But for the companies or corporate with Human Resources in wild numbers, it is intimidating to keep a track of the activities and check productivity levels on a frequent basis. And this calls for a strategic approach towards management of the prized assets of an enterprise.

Human Resource Management (HRM) is all about tacking with the issues pertaining to the hiring, compensation, performance tracking, employee benefits, communication, organization development and overall administration. Briefly, human brains cannot keep an individual account of minutest of details related to every individual employee. And when it comes to tracking every single move of an employee, their dedication towards their job, time spent and wasted, hours of sincere working, absenteeism etc., are some of the areas where you need relentless monitoring.

Though it may come as a surprise to few; however, a single Time Management software installation can do wonders for any organization. From being ‘P’ (Print) everything has turned ‘E’ (Internet). Same goes with the management of Human Resource. Many leading conglomerates and business giants handling a list of business and hundreds and thousands of employees usually prefer deployment of software that works much faster than a Human Brain and records everything that is enough to show Employees Productive Levels.

But with a boom in the technology sector many companies have come up with a revolutionary product that could help you streamline the human resource management process. Deployment of HRM software in systems could help companies unleash talent and hidden potential of human capital in an organized manner. This will further assist in improving accountability and performances of staff and structure work flow for accomplishment of strategic goals.

Integration of a Human Resource & Time Management Software can create reports like:

• Absent Report

• Daily Attendance Report

• Early Out Report

• Late Employees Report

• Event Report

• Attendance Summary

• Payroll Management

• Location Wise report

• Leave Register

• Supervisor wise Report

• Overtime report

Besides tracking reports, companies can develop User Group management, daily, Weekly and Monthly Work Schedules, Attendance by Shift Group, Employees Complete Details including Designation and Photograph, Net OT Calculations, Shift Pattern and more.

Apart from this, these are completely scalable, generate birthdays and anniversaries greetings automatically, have intelligent auto reminders, retrieve archive files, MIS reports, Powerful search, summary generation and more.

So be a part of the revolution and wield your Human Resource like never before. Check how productive or non-productive your employees are. And reward them accordingly.

Recruitment as the Most Important Aspect of Human Resource Management

Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006).

Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.

Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position.

Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.


Jones, David A.; Shultz, Jonas W.; Chapman, Derek S. (2006) Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making International Journal of Selection and Assessment, Volume 14, Number 2, pp. 167-179(13)

Korsten A.D. (2003) Developing a training plan to ensure employees keep up with the dynamics of facility management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)

Papers For You (2006) “P/HR/254. HRM: methods of recruitment and selection”, Available from [22/06/2006]

Papers For You (2006) “E/HR/21. Using relevant frameworks and theories critically evaluate the recruitment and selection appraisal processes used by an organisation with which you are familiar contribute. How does it contribute to the performance of the organisation?”, Available from [21/06/2006]

Shipton, Helen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managing People to Promote Innovation Creativity and Innovation Management, Volume 14, Number 2, pp. 118-128(11)

Terpstra D.E. (1994) HRM: A Key to Competitiveness Management Decision, Volume 32, Number 9, pp. 10-14(5)