I-Introduction
A-Definition
B-The importance in an organization
C-Good human resources management
II-Recruitment and selection
III-Learning and development
IV-Remuneration and benefits
V-The key skills
Summary
1
I-INTRODUCTION :
Today to the proper functioning of the company ,human resources management has become a real
lever for performance and productivity .People are essential to the success of any business .Employ
performance can be an asset or a liability for a company .Good human resources management (HRM)
is essential for businesses of all sizes.The main mission of human resources management is develop
and mobilize skills employees.
2
A-Definition :
Human resources management or HRM corresponds to all the systems put in place to organize ,use
wisely and develop human resources ,that is to say the individuals who work within an
organization.In other words,human resources management is the pratice of managing people to
achieve better performance ,therefore boiling down to optimizing company performance through
better human resources management.
B-the importance in an organization :
The company’s human capital is an essential component and a strategic issue for any
organization.Well managed and working in optimal conditions ,individuals become invaluable assets
for the success of the company.HRM,which supports the development of the company ,while
ensuring its profitability,can be improved thanks to a software solution ,such as a human resources
information system.The use of digital tools makes it possible to simplify and automate HR
processes .Human resources management can then focus on missions with higher added value ,such
as talent management ,and thus emphasize its strategic dimension.
C-What is good human ressources management based on ?
Good human resources management is based on effective recruitment , by finding the talents who
will contribute to the good development of the company.But also ,to solicit the skills of each
employee for the appropriate tasks,by distributing the workload optimally between each employee.
II-The recruitment and selection :
Recruiting candidates and selecting the best ones to come and work for the company is a key
responsibilty of HR.People are the lifeblood of organization and finding the best candidates is an
essential task.The demand for new hires typically begins when a new position is created or an
existing position becomes available.The direct manager then sends the job description to HR and
they begin recruiting candidates.In this process,HR can use different selection instruments to find the
best person to do the job.These include interviews, different assessments reference checks and other
recruitment methods.Sometimes ,when there are a lot of candidates ,HR may deploy pre-screening
tools.Successful candidates then move on to the next stage ,where they are interviewed and undergo
further assessment.
III-Learning and development :
People are the product of their life experiences ,the country and era in which they grew up, and a
range of cultural influences.Within HR ,learning and development ensures that employees adapt to
3
changes processes, technology, and societal or legal developments.Learning and development helps
employees reskill and improve their skills.Learning and development (L&D) is led by HR and good
policies can go a long way in moving the organization towards its long-term goals.Many organizations
have a predefined budget for training and development efforts .This budget is then distributed
among employees ,interns, future managers and other high potentials who often receive more
training opportunities than others.Individuals may come to a company with very different knowledge
and experience .L&D offers employees a way to close skills graps and become leaders.A well-known
framework that links performance management to L&D activities is the 9-box grid.Based on the
assessments of people’s performance and potential ,the HR department and managers can advise
different development plans.
IV-Remuneration and benefits :
Another fundemantal element of HR is compensation and benefits.Fair compensation is essential to
motivate and retain employees.One of the fundemantal principles of human resource management
in relation to compensation is to ensure fairness and justice.Making and adequate salary offer is a
key element in attracting the best talent .This offer must be balanced with the company’s budget and
profit margins.HR must monitor salary increases and establish merit standards.HR may also conduct
a salary audit on occasion.Remuneration includes primary remuneration and secondary
remuneration .Primary compensation involves the direct payment of money in exchange for
work ,which is often a monthly salary and sometimes performance-basedcompensation.Secondary
benefits are any non-monetary rewards.This could include extra vacation time,flexible working
hours, daycare , pensions , a company car and laptop , and much more.The goal here is to reward
people in a way that motivates them.
V-The key kills :
Know the legislative and regulatory systems relating to HR
Demonstrate interpersonal and communication skills
Know how to negotiate in a difficult context
Know how to analyze and synthesize
Master HR management tools.
4
Summary :
Human resource management refers to the process of recruiting and developing a company’s
workforce .The human resources department is responsible for identifying talent gaps within the
company , posting job openings, evaluating potential candidates ,and hiring top talent .
Human resources management is not limited to recruiting new employees ;it also oversees layoffs
for companies that want to reduce their workforce .Human resource management also oversees
orientation programs to introduce new employees to the company’s goals ,objectives and
policies .Overall,human resource management ensures the smooth functioning of employees within
a company.
