Understanding Basics of Human Resource Management

In today’s competitive corporate world Human resources are becoming a center of all the activities. Now organizations are realizing that for better productivity and for better results employees are required to be looked at as not just a cog in the machine but as a crucial asset.

Managing the professionals involved is a crucial part of HR. It can involve handling grievances, handling employee queries, etc. But it also involves understanding and supporting the employees as it creates a sense of belonging. As currently, the retention of employees is one of the biggest challenges faced by HRs across the world. HR teams should have an open-door policy, employees should feel comfortable approaching HR with their queries. Employees should feel that HR is there to support them and is not just one more department that just follows the procedure instead of actually understanding and helping. If HR can manage employees positively it will also reflect in the performance and productivity of the whole organization.

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Human resources management consists of processes and activities right from recruitment to exits. In other words, HR handles the life cycle of an employee in the company.

Recruitment

This particular process is very important as it is the entry point for every organization. This activity is handled differently through the industry if differs from company to company. The company which involves the team that actually requires a particular resource is more successful in getting the right person in the right position. The manager of the team who has posted the requirement understands what kind of person is exactly required to perform the required job and it is like matching the person with the requirement, not the other way around. There can be different types and styles of interview processes depending upon the requirement. However, the whole thing boils down to getting the right person for the right job and position.

Job descriptions/Key performance indicators

When a recruitment requirement is posted it should be posted along with this document/information. This makes the recruitment process very clear, as the HR will be able to understand the exact activities which are to be performed by the incoming employee and also it gives a clear idea to the incoming employee about the work scope. In addition to the above, when a manager or supervisor is creating this document /information he/she also understands whether there is an actual requirement of recruitment. This same document can be later used as a base to determine the performance of a particular employee.

Performance review

This activity can be initiated for half-yearly or yearly reviews in some organizations. It is intended on a quarterly basis. During this activity, the manager/supervisor has an opportunity to determine the performance of each individual from their team. This can be done via a particular form or having a face-to-face discussion with each individual. During this, there are many different aspects that need to be taken into consideration such as employee’s attitude, behavior, work performance, behavior with other team members. Also, this is not just to review employee’s performance but this activity helps the leader to understand how the team can be shaped for the future. It may involve promoting someone or letting someone know that he/she needs to improve. This activity should be looked at as a tool of motivation and a tool of design.

Training and development

During the performance review process, leaders can highlight the improvement areas for their team members. Basis this the trainings can be planned. The other aspect of this is to develop different skill sets of employees, such as HR team members can be asked to get trained on the payroll processing software. This activity is crucial as it helps in developing employees for new things as well as to help them on improving their profile of work. Training should be given by the experts of the field who have actually worked on the things which they are providing training for. This gives very real and clear information to the employees involved. For technical field employees, this can be a regular activity such as for IT professionals if the version of a particular software changes or gets updated they need to get trained for the changed/updated version.

Exit

Not just the first impression but the last impression is also very important. As the leaving employee can give a clear and actual picture of the company to the outside world. Leaving employees should be treated fairly, just because he/she is leaving your company does not mean he/she will not come back. Many times, it is the leaving process and not the joining process which helps in creating a positive vibe about the company. During this process, there should be some form of discussion involving the leaving employee. The reason for leaving given might be managed and then the employees might stay with the company. Normally employee does not leave because of the company, he/she leaves because of the manager. During the exit formalities, HR can get clear feedback about how a particular manager treats his/her team. This can be managed or improved upon. Similarly, if the employee has been asked to leave due to misconduct, then it should be properly managed as per the company policy. Exit formalities can become the last chance to retain a good resource but it depends upon the steps taken for it.

Chaitanya Kale

HR Professional

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