When everyone is empowered to work independently, human resources has evolved into the main pillar and tie that holds the organization together. Your questions regarding how to become an HR manager, what an HR manager performs, and the qualifications needed to become an HR manager will be addressed in this post. With the Human Resource programme from MANCOSA, HR Manager is becoming more accessible with couple of other qualifications.
What is Human Resource Management?
The process of recruiting, selecting, training, retaining, appraising, and rewarding personnel is referred to as human resource management. Additionally, human resources ensure the safety, well-being, and health of both candidates and workers. You are legally responsible for each applicant as well as the employees you currently have, as an HR manager. Human resource managers must always be aware of how applicants are treated.
Personnel management is the phrase used to describe the administrative function of human resources. However, it is now known as human resource management. The two are distinct in that: Personnel management is the planning, organizing, directing, and managing of the hiring, training, remuneration, integration, and maintenance of people with the intention of assisting in the objectives of the organization.
To increase individual and group performance, human resource management must provide, maintain, and develop individual and group efficiency and effectiveness. According to the diagram below, human resource functions have been outlined:
What does an HR Manager do?
An HR manager oversees the business and strategic partners in addition to the administrative services and transactions of the department. The optimum use of resources and the standard of the services are the main concerns of administrative services and transactions. The administration of remuneration, hiring, and staffing procedures is usually the extent of human resource management’s duties.
In recent years, the function of HR as a corporate partner has become more prominent. To assist in the implementation of business strategies, the HR department must be competent about the industry, possess influence, and manage personnel well. That’s only recently that HR has taken on the role of a strategic partner. In the development and execution of strategies, human resources is viewed as a collaborator on an equal footing. Specifically in terms of human capital considerations, business competencies, preparedness, and building HR practices as strategic differentiators, human resource management is expected to contribute to the business strategy. A human resource manager’s most significant responsibilities include:
Job Analysis & Design
Job analysis involves “the process of getting detailed information about jobs.” Work descriptions and job requirements are prepared using the information from the job analysis. A work specification outlines the information, abilities, and attitudes that a candidate must possess in order to perform the job, whereas a job description lists the tasks, duties, and responsibilities that the position includes.
Human Resource Planning is often referred to as workforce planning, talent planning, or personnel planning. It is the “process through which corporate goals, as stated in mission statements and company strategies, are transformed into HR objectives to ensure that the organization is neither overstaffed nor understaffed.
Recruitment is the “practice or activity carried on by the organisation with the primary purpose of identifying and attracting potential employees.”
While the goal of recruiting is to create a pool of competent candidates for a specific open position, the human resource management function of selection emphasizes on selecting the candidate who is most suitable for a given open position from the list of candidates.
Training and Development
Training and development is also referred to as Skills Development. While training has a short-term focus and involves “a planned effort to facilitate the learning of job-related knowledge, skills and behaviour by employees,” development has a medium to long-term focus and refers to “formal education, job experiences, relationships, and assessment of personality and abilities that help employees prepare for the future.”
Compensation is an important and complex Human Resource Management Function in any organisation. It is the remuneration that an employee receives in exchange for the work that they do. It is important that an organisation has a compensation package that is both fair and available to retain and motivate existing employees.
Performance Management is the process of monitoring and evaluating employee efforts to ensure achievement of the organisation’s goals. The Performance Management function within Human Resources ensures that employee efforts are aligned with organisational goals and objectives. It is a cyclical process that involves regular feedback and assessment of employee performance, with the aim of improving productivity and performance. Performance Management is an important component of any successful organisation, as it helps to motivate employees and improve their performance. It also provides valuable feedback that can be used to improve employee skills and enhance their productivity. Through regular performance reviews, employees can track their own performance and take steps to improve where necessary. By providing employees with clear goals and expectations, as well as regular feedback and support, Performance Management helps to foster a positive work environment that encourages employee growth and development.
Study Human Resources with MANCOSA
Human Resources is an imperative function in any business that plans and operates strategically. It is a valuable service that helps businesses maintain a strong and healthy workforce, and it is a multi-disciplinary field that is an excellent career choice for a goal-oriented person. A career in Human Resources is career-driven, and it is a perfect choice for those who are looking for a fulfilling and rewarding career.