Human Resource Management, or HR for short, is the management of human or labor resources in an organization. A department responsible for hr advice for employers pertaining to attracting, selecting, training, evaluating, and rewarding employees. HR also oversees leadership and organizational culture and ensures compliance with labor and employment laws.
What exactly is their mission?
Employer brand was first used in the early 1990s to show the organization’s reputation as an employer. It has been widely adopted by the management community globally. Employer branding can be looked at as the image or public perception of an organization, and also whether it is a preferred employer. EVP or Employee Value Proposition is as if your brand proposal is being used to define the delivery of a product or service. Used, in fact, to define the value of an organization. Similarly, marketing principles related to branding and brand management bring together HR practitioners and allow them to participate with talented candidates and employees in the talent hiring and talent management community. Also known as the recruitment marketplace.
The selection stage involves the supply of candidates through networking, advertising, and other means. HR Recruitment utilizes professional interviewing skills to understand a candidate’s abilities, the motives that drive behavior and uses personality tests to screen potential candidates. Evaluating candidates and how they fit into the organization is a specialist function. Recruiters meet with hiring managers to get specific locations and types of information before starting the process. After the recruiters understand the types of people the company needs, they begin the process of notifying their network of these opportunities. Recruiters play an important role by preparing candidates and companies for interviews and facilitating salary and benefits negotiations, providing feedback to everyone.
Education is usually referred to as Training and Development. These concepts are often considered identical. However, they involve three separate but related tasks.
- Training: This activity is assessed by focusing on what the individual is currently doing.
- Education: This activity focuses on what the individual is likely to have in the future, and is assessed for that work.
- Development: This activity focuses on activities that are nearly impossible to assess, in which organizations employ individuals who will engage in the future activities of the business.
Performance Assessment is a systematic and cyclical assessment of the performance and productivity of an individual employee concerning certain pre-set criteria and organizational goals. It’s a process. Other aspects of individual employees, such as organizational social interaction, performance-related outcomes, the potential for future improvement, strengths and weaknesses, are also taken into account.
There are three main methods of PA data collection: objective production, human resources, and discretionary evaluation. Most commonly used is Situational Judgment Assessment, along with a wide variety of assessment methods. PA is generally done annually. Interviews are likely to function as means of providing feedback to employees, counseling and nurturing employees, communicating and discussing compensation, job situations, or disciplinary decisions.
Compensation is the sum of remuneration an employee receives in return for the services they perform for their employer. Typically, this consists of monetary compensation, also known as wages or salaries, and complimentary benefits such as health care, pensions, and stock options. The Human Resource department plays an important role in determining promotion or bonus based on an employee’s performance.
This is their mission, they chose to accept it.