Do You Need Human Resources Management Support?

In this short article, we will look at the role of HRM, Responsibilities of management and the most common activities and practices that are common.

HRM It is much more than just solving internal disputes. Or presenting a lovely work culture in front of potential candidates and managing legal affairs. Human resource management is about building people for the organisation. It is about ensuring employee engagement, conducting fair company-wide practices and maintaining the overall health of the organisation. 

An HR manager is responsible for all these individual functionalities. Therefore, it is always open to receiving feedback, inputs and growing its HR network so that he/she is able to learn from the policies of other organisations. Usually, an HR manager would have a closed discussion with the management of the organisation. A common outcome is to get support from the best end to end HR professionals. 

The HR function includes two key areas – HR activities and HR practices. Both must work together to enable the HR department to operate in a streamlined manner within the organisation. Are you familiar with the most important activities and practices? 

Examples of HR practices

HR practices are strategic in nature including planning, organising, and managing the department. 
They represent a vital guidance system that coordinates with the executive business plan.
They include the mission and goals of the HR department and how those goals align with the overall organisation’s goals and policies. 
HR practices are carried out through employees and influence three important outcomes- career, success, employee performance and employee potential.
Example of HR practices – formulating a method to measure and analyse the effects of an employee rewards program, creating a program to reduce work-related injuries, building a framework to adhere to employment laws, etc.

Examples of HR activities

HR activities include the daily operations involved with running an HR department such as recruitment, training, payroll, surveys, employee relations and benefits.
Allows the mission and goal of the department to be carried out using activities and other methods that are readily available and accessible. Comprises transactional activities to be handled either in-house or by outsourcing.
Example of HR activities – writing job descriptions, posting job ads, onboarding employees, managing payroll and benefits, hiring and firing, the administration of health benefits, etc.
In the most basic terms, HR practices look at the questions of what an organisation wants to do and why, while HR activities address how to accomplish them.

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