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recruiting and hiring of employees

Human resource management is about:

Addressing current employee concerns: Unlike company managers who oversee the day-to-day work of employees, HR departments deal with employee concerns such as benefits, pay, employee investments, pension plans, and training. Their work may also include settling conflicts between employees or between employees and their managers.

Acquiring new employees: The human resource management team recruits potential employees, oversees the hiring process (background checks, drug testing, etc.), and provides new employee orientation.

Managing the employee separation process: The HR management team must complete a specific set of tasks if an employee quits, is fired, or is laid off. Paperwork must be completed to ensure that the process was completed legally. Severance pay may be offered or negotiated, benefits must be settled, and access to company resources must be severed via the collection of keys, badges, computers, or sensitive materials from the employee.

Improving morale: Effective HR teams encourage company employees to do their best, which contributes to the overall success of the company. Their work often involves rewarding employees for good performance and creating a positive work environment.

The Changing Shape of Human Resource Management
Human resource management involves both strategic and comprehensive approaches to managing people, as well as workplace culture and environment.

The role of human resources professionals is to ensure that a company’s most important asset—its human capital—is being nurtured and supported through the creation and management of programs, policies, and procedures, and by fostering a positive work environment through effective employee-employer relations.

The concept behind human resource management is that employees who are subject to effective human resource management are able to more effectively and productively contribute to a company’s overall direction, thereby ensuring that company goals and objectives are accomplished.

Today’s human resource management team is responsible for much more than traditional personnel or administrative tasks. Instead, members of a human resource management team are more focused on adding value to the strategic utilization of employees and ensuring that employee programs are impacting the business in positive and measurable ways.

An August 2014 Forbes article explored the shifting goal of today’s human resource management teams. More specifically, the article found that HR teams focused on things that don’t add true value to the organization are often deemed reactive, uncreative, and lacking basic business understanding. On the other hand, HR professionals who want to be recognized as true business partners must see themselves as business people who specialize in HR, not as HR people who advise a business.

Todays’ human resources managers/business partners must understand the workings of the business and be able to comfortably speak the language of business leaders in order to have a measured and proven impact on business objectives.