Main menu



Human Resource Management (HRM) is the practice of recruiting, hiring, deploying, and managing the employees of an organization. Human Resource Management is often referred to simply as Human Resources (HR). 

The human resources department of a company or organization is usually responsible for creating, implementing, and overseeing the policies that govern employees and the organization's relationship with its employees. 

The term human resources was first used in the early twentieth century, and then more broadly in the 1960s, to describe the people who work in the organization, in aggregate.

Human resource management is the management of employees with an emphasis on these employees as assets of the company. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is efficient use of employees, reduced risk and increased return on investment (ROI).

Human Resource Management (HRM)

The term human capital management (HCM) has been used more frequently in modern human resource technology compared to the term human resource management. 

The term HCM has been widely adopted by large and medium-sized companies and other software organizations to manage many human resource functions.

The importance of human resource management

The role of HRM practices is to manage people within the workplace to achieve the organization's mission and promote culture. 

When done effectively, human resource managers can help recruit new professionals with the skills to advance company goals as well as help train and develop existing employees to achieve goals.

A company is only as good as its employees, which makes human resource management an essential part of maintaining or improving the health of the business. 

In addition, human resource managers can monitor the state of the labor market to help the organization maintain its competitive edge. This can include ensuring that compensation and benefits are fair, that events are planned to prevent employees from being overwhelmed and adapting job roles based on the market.

How does human resource management work?

The Human Resource Department operates through dedicated HR professionals, who are responsible for the day-to-day execution of HR related functions. Usually, HR will form an entire department within each organization.

HR departments across different organizations can vary in the size, structure, and nature of their individual positions. For smaller organizations, it is not uncommon to have a few HR generalists, each of whom perform a wide variety of HR functions. 

Larger organizations may have more specialized roles, with individual employees assigned to functions such as recruitment, immigration, visa handling, talent management, benefits and compensation, and more. 

Although these HR functions are disparate and specialized, the job functions may still overlap with each other.

Amazon is an example of a large company with many types of specialized HR jobs. Amazon job site lists 15 different HR job titles:

  • HR Assistant
  • HR business partner
  • Human Resources Manager
  • the recruit
  • Recruitment Coordinator
  • creator
  • Recruitment Manager
  • Immigration Specialist
  • LoA and accommodation specialist
  • Specialist / Compensation Manager
  • Specialist / Advantages Manager
  • Talent Management Specialist/Manager
  • Learning and development specialist / manager
  • HR Technology / Operation Project Program Manager
  • HR Analytics Specialist/Manager

Targets of human asset the executives

The targets of human asset the board can be partitioned into four fundamental classifications:

  • Cultural goals: Measures set up that answer the moral and social necessities or difficulties of the organization and its representatives. This incorporates lawful issues like equivalent open door and equivalent compensation for equivalent work.
  • Hierarchical objectives: activities taken that assist with guaranteeing the productivity of the association. This incorporates giving preparation, recruiting the right number of workers for a specific errand or keeping up with high representative standards for dependability.
  • Practical Targets: Rules used to keep up with legitimate human asset execution inside the association overall. This incorporates guaranteeing that all HR assets are assigned to their maximum capacity.
  • Individual objectives: The assets used to help every worker's very own objectives. This incorporates giving an open door to schooling or vocation improvement as well as keeping up with worker fulfillment.

Inside the unit of every association, the targets of human asset the executives are:

  • Assisting the association with accomplishing its objectives by giving and keeping up with useful representatives.
  • Successfully use the abilities and capacities of every worker.
  • Guarantee that workers get or get suitable preparation.
  • Fabricate and keep a positive representative involvement in high fulfillment and personal satisfaction, so workers can contribute their earnest attempts to their work.
  • Compelling correspondence of organization arrangements, techniques, rules and guidelines to representatives.
  • Keep up with dependable moral, legitimate and social approaches and ways of behaving in the work environment.
  • Actually oversee change in outside factors that might influence workers inside the association.

HR Director Abilities and Obligations

Human asset the executives can be separated into subsections, for the most part by pre-work and enrollment stages, with a HR supervisor alloted to each. Various areas of human asset the executives oversight can include:

  • Staff enlistment, onboarding and maintenance
  • Ability the executives and labor force the board
  • Work job ID and profession improvement
  • Remuneration and impetuses
  • Work regulation consistence
  • Execution The board
  • preparing and advancement
  • fruitful plans
  • Worker commitment and appreciation
  • development group

Skills that can add value to HR managers include:

  • Employee Relations
  • Job candidate relationships
  • Sourcing and Recruitment
  • Interpersonal conflict management
  • New employee on board
  • HR software and information system experience
  • Performance Management
  • Customer service
  • project management

human resource management program

Almost all areas of human resource management have sophisticated software that automates varying degrees of many human resource processes, along with other added features such as analytics. 

For example, the recruitment of job candidates has seen an exponential growth in the number of software platforms and systems that help both employers and job seekers to electronically match organizations and candidates with each other and then help manage the interviewing, hiring and hiring processes.

While some human resource management software systems have started on the premises, almost every area of ​​human resource technology, especially HCM systems, is moving to cloud-based software as a service (SaaS).

Job Opportunities and Requirements for Human Resource Management

When looking to start a career in human resource management, a bachelor's degree is usually required. Some colleges offer specific degrees in human resource management, which can be one path to an entry-level human resources position. 

Another way to get a job in human resources is to complete an undergraduate course in a related field, such as business administration. Furthermore, several years of experience in heavy operations roles may be valuable when transitioning into HR positions. 

For those who lack a relevant university degree or translatable work experience, there are also HR master's degree programs to help build the necessary knowledge, skill sets and qualifications.

Modern history of human resource management

The birth of modern human resource management can be traced back to the eighteenth century. The British Industrial Revolution, which led to the emergence of many large factories, led to an unprecedented rise in the demand for workers.

With many of these workers working long hours (often at around 16 working hours per day), it is becoming increasingly clear that worker happiness has a strong positive correlation with productivity. 

In pursuit of maximum return on investments, he started offering worker satisfaction programs. Furthermore, working conditions in factories have placed workers' safety and rights at the forefront of legal concern.

Early human resource departments within organizations in the 20th century were often known as Personnel Management departments. 

Personnel management departments dealt with legal compliance and personnel related issues, and implemented worker satisfaction and safety programs in the workplace. After World War II in the United States, personnel management departments looked at Army training programs and began making personnel training a focus.

HR departments started with the name "Human Resources" in the 1970s. The primary factor that distinguishes human resources from personnel management is the technological enablement of better communications and access to individual employee information.

human resource management trends

Job opportunities for positions in human resource management remain strong. The Wall Street Journal, in an analysis of data released by the Bureau of Labor Statistics (BLS), ranked the job title "Human Resources Manager" as the 35th (out of 800) most promising prospects, based on average salaries in 2018 and projected job openings in year 2028.

In general, human resources as a field is on the rise. Companies are increasingly aware of the strategic difference a good HR department can make and are investing in them accordingly. As a result, the demand for HR jobs increases. There will be 7% growth in HR manager job titles alone within the US from 2018 to 2028. Moreover, salary expectations remain strong, with the average salary for an HR manager currently being around $113,000. For specialized HR positions, average salaries are around $60,000.