IMPORTANCE Of HUMAN
RESOURCES MANAGEMENT
Human resources management deals with the
management of people – the most importance
business resource. Money, materials, and
information resources are not capable of moving
the business activities without the aid of the
primary performance drivers, human resources.
Therefore, mastering the activities involved in
human resources management (recruitment,
selection, placement, training and development)
is a must since all other management activities
(planning, organizing staffing, leading, and
controlling) could be done easily if organization
managers practice proper human resource
management.
Here are some key reason why
HRM is important.
1. Talent Attraction and Retention: Effective HRM strategies help
attract top talent by offering competitive salaries, benefits, and a
positive work environment. Retaining skilled employees is equally
important, and HRM practices such as career development
programs and recognition initiatives can enhance employee loyalty
and reduce turnover.
2. Productive and Efficiency: HRM ensures that employees are
motivated, trained, and equipped to perform their tasks efficiently.
By optimizing workforce management, HRM can improve
productivity and contribute to the organization’s overall efficiency.
3. Legal Compliance: HRM plays a critical role in ensuring that the
organization complies with labor laws and regulations. This includes
adherence to employment standards, health and safety regulation’s
and anti-discrimination laws, thereby protecting the organization
from legal issues and fines.
4. Employee Relation: HRM fosters positive relationship between employees and
management. By addressing grievances, mediating conflict, and promoting open
communication, HRM helps create harmonious work environment where
employees feel valued and motivated.
5. Organizational Development: HRM is instrumental in driving organizational
change and development. Through training and development programs, HRM
helps employees acquire new skills and adopt to evolving business needs, thereby
enhancing the organization’s agility and competitiveness.
6. Performance Management: HRM establishes performance metrics and
appraisal system to evaluate employee performance. This helps in identifying
areas for improvement, recognizing achievements, and aligning individual
performance with organization goals.
7. Strategic Planning: HRM contributes to strategic planning by aligning
workforce strategies with business objectives. This includes workforce forecasting
talent pipeline development, and ensuring that the organization has the right
skills to meet future challenges.
8. Employees Engagement: Engaged employees are more
productive and committed to their work. HRM focuses on
enhancing employees engagement through initiatives that
promote job satisfaction, work-life balanced, and a sense of
belonging within the organization.
9. Innovation and Creativity: A well-managed workforce is
more likely to be innovation and creative. HRM encourages a
culture of continuous improvement and innovation by
providing opportunities to employees to share ideas and
experiment with new approaches.
10. Risk Management: HRM identifies and mitigates risk
related to employment practices, such as harassment,
discrimination, and wrongful termination. By implementing
robust HR policies and procedures, organizations can protect
themselves from potential liabilities.
Questions:
1.What are some effective strategies for attracting top talent to an organization?
2. How can organizations ensure they retain skilled employees in the long term.
3.What role does employee engagement play in talent retention?
4. How can HRM practices improve employee productivity?
5. What are some methods to enhance workforce efficiency?
6. How does training and development impact overall organizational efficiency?
7. What are the key labor laws and regulation that organizations must comply
with?
8. How can HRM helps prevent legal issues related to employment practices?
9. What are the consequences of non-compliance with labor laws?
10. How can HRM fosters positive relationship between employees and
management ?
11. What are effective ways to mediate conflicts within the workplace?
12. How does open communication benefits employee relations?
