Human Resource Management

Introduction

Human Resource Management (HRM) is the strategic approach to managing an organization's most valuable assets—its people. Effective HRM ensures the organization has the right people with the right skills in the right positions to achieve business objectives.

HRM has evolved from administrative "personnel management" to a strategic function that directly impacts organizational performance, culture, and competitive advantage.

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Core HR Functions

Function	Purpose	Key Activities
Recruitment	Attract talent	Job posting, sourcing, employer branding
Selection	Choose best candidates	Interviews, assessments, background checks
Onboarding	Integrate new hires	Orientation, training, mentorship
Training	Develop skills	Learning programs, workshops, e-learning
Performance	Evaluate & improve	Reviews, feedback, goal setting
Compensation	Reward fairly	Salary, benefits, incentives
Employee Relations	Maintain engagement	Communication, conflict resolution

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Recruitment and Selection

Recruitment Process

1. Job analysis: Define role requirements and competencies
2. Sourcing: Identify candidate pools (internal, external, referrals)
3. Screening: Review applications and resumes
4. Assessment: Tests, interviews, work samples
5. Selection: Choose best candidate
6. Offer: Negotiate and extend offer

Selection Methods

• Structured interviews: Consistent questions for all candidates
• Behavioral interviews: Past behavior predicts future performance
• Assessment centers: Multiple methods to evaluate competencies
• Work samples: Actual task performance
• Psychometric tests: Cognitive ability, personality

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Training and Development

Training Methods

• On-the-job: Learning while working, mentoring, job rotation
• Classroom: Instructor-led workshops and courses
• E-learning: Online modules, videos, interactive content
• Coaching: One-on-one development with coach/mentor
• Action learning: Learning through real projects

Development Focus Areas

• Technical skills for current role
• Leadership and management capabilities
• Soft skills (communication, teamwork)
• Career development and succession planning

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Performance Management

Performance Cycle

1. Goal setting: Align individual goals with organizational objectives
2. Ongoing feedback: Regular check-ins and coaching
3. Performance review: Formal evaluation against goals
4. Development planning: Identify growth areas and actions
5. Rewards: Link performance to compensation and recognition

Best Practices

• Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)
• Provide continuous feedback, not just annual reviews
• Focus on development, not just evaluation
• Train managers on effective feedback delivery

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Compensation and Benefits

Components of Total Rewards

• Base salary: Fixed pay for role
• Variable pay: Bonuses, commissions, profit sharing
• Benefits: Health insurance, retirement, leave
• Non-monetary: Recognition, career growth, work-life balance

Compensation Strategy Considerations

• Internal equity (fairness within organization)
• External competitiveness (market rates)
• Pay for performance alignment
• Legal compliance

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Strategic HRM

Strategic HRM aligns HR practices with business strategy to create competitive advantage through people.

Key Elements

• Workforce planning: Anticipate future talent needs
• Talent management: Identify and develop high potentials
• Culture building: Shape values and behaviors
• Change management: Enable organizational transformation
• HR analytics: Data-driven HR decisions

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Conclusion