What management function is responsible in hiring training and managing people?
Personnel management involves the administrative tasks that address the hiring and compensation of a company's employees. As a discipline, it aims to recruit and retain the quality workforce necessary for an organization to meet its goals. Show
Find out more about personnel management and how it works. What Is Personnel Management?Personnel management refers to the business functions that deal with people, whether it's hiring them, paying them, or training them. However, personnel management is a term that is falling into disuse, replaced by (or used interchangeably with) the phrase "human resources management." A company's human resources are its personnel—the people who are its employees. To manage them, many companies today no longer have personnel departments and instead have human resources departments. Human resources management is often viewed as the strategic, effective management of a company's people, understanding them to be a company's most valuable resource. As such, prioritizing their development and success is vital to the success of the company as a whole. Some consider personnel management to be more administrative in scope—focused on forms and paperwork—while human resources management more broadly endeavors to develop an organization's people and its culture. For example, recruitment under a personnel management department might simply match job candidates and their resumes to a list of desired qualifications, checking off boxes in a list. But in a human resources department, hiring may be done by hiring specialists who have an in-depth understanding of the company's goals and requirements, sourcing hires who not only have the required skills but are also a great culture fit. Or, in the case of new hire orientation, the focus of a personnel management department might be to ensure the paperwork is completed and filed properly, whereas a human resources department would ensure that the new hire felt sufficiently briefed as to their duties and responsibilities, focusing on setting up the employee for success. New employee orientation might even include a formal mentoring program. Or, it might involve opportunities for a meet-and-greet so the new employees get to know people they will be working with as well as those in different departments. Whether personnel management and human resources management are different in scope or interchangeable terms often depends on the organization's own viewpoint. Government agencies and nonprofit organizations often still use the term personnel management to describe the administrative tasks associated with managing their employees.
How Does Personnel Management Work?An organization's personnel management department typically is responsible for overseeing the administrative requirements of its employees. Personnel management is typically responsible for:
A company's office of personnel management may also be responsible for mediating disputes, developing and enforcing workplace policies, such as those that govern attendance, and ensuring company compliance with state and federal law. For example, at the U.S. Office of Personnel Management (OPM), the government department responsible for managing federal employees, key functions include vetting potential new hires, developing human resources policies, and administering benefits such as pensions and health care. The department ensures oversight of various systems to make sure employees are in compliance with regulations and handles the adjudication of appeals when things go wrong. People are a company’s most valuable resource. They’re also one of the hardest resources to manage successfully. Every employee comes to work with a unique set of abilities, needs, and expectations, yet they all need to pull together to drive success. The role of human resource (HR) management is to assess the work required to achieve a company’s goals, put the right people in the right positions to do the work, and empower them to perform at the highest possible levels. As anyone who has worked in HR will tell you, that’s as much an art as a science. Overview: What is human resource management?Human resource management is the recruitment, management, and development of employees to serve an organization’s goals. In most businesses, this function is overseen by an HR manager or director. Larger organizations may employ a department of specialists in specific human resource functions such as recruitment, benefits administration, and training. Many organizations manage one or more of these tasks with HR software. Others may outsource HR functions, such as recruiting or payroll, to a vendor. The science of employee management involves using people analytics to evaluate how well your company is leveraging its talent. By tracking key HR metrics such as job applications and acceptance rates, quality of work, attendance, and employee turnover, people analytics provide objective data to guide HR strategy. The art of HR involves relational aspects of a company’s culture such as team dynamics, communication styles, autonomy, and transparency. HR managers are often called on to provide a sounding board for employees, resolve conflicts between co-workers, and help employees navigate change. The 8 key functions of human resource managementHuman resource management encompasses eight key functions. Function #1: Recruiting and HiringRecruiting and hiring talent is one of the most important HR functions, and it goes far beyond attending job fairs and going through resumes. Workforce planning, writing job descriptions, advertising openings, screening and interviewing applicants, and helping managers make the best hiring decisions are all part of this critical HR function. HR managers need to do this while accomplishing the company’s wider goals of attracting a diverse, multigenerational workforce. HR managers generally also provide support through the hiring and onboarding process, including making job offers, negotiating salary, and enrolling new hires in benefit programs. Best practices for recruiting and hiring:To get the right people in the right positions, observe the following best practices:
Function #2: Compensation ManagementCompensation management includes establishing salary ranges for positions, placing employees within the ranges based on their qualifications, and adjusting pay to recognize milestones and accomplishments. It also includes managing performance incentives such as year-end bonuses and sales commissions. The HR manager may be responsible for setting corporate strategy and working with front-line supervisors and managers to ensure competitive, equitable compensation practices across the organization. Best practices for compensation management:Follow these steps to create an equitable compensation program:
The Bureau of Labor Statistics provides salary data for all occupations and geographic areas in the U.S. Image source: Author Function #3: Performance ManagementPerformance management is a continual process of evaluating how individual employees are performing, identifying areas of improvement, and recognizing achievement. Many organizations conduct performance reviews on a regular schedule, often annually, with additional reviews as desired by the employee or manager. If an employee is underperforming or violating policy, employers may impose discipline or create a performance improvement plan with goals to achieve within a specific time period. For serious infractions, employees may be fired or placed on probation subject to firing. All disciplinary policies should be spelled out in the handbook, and managers should be trained to implement them accordingly. Best practices for performance management:A performance management plan helps all employees work to the best of their abilities. These practices will help:
Function #4: Benefits ManagementAccording to the BLS, benefits make up approximately 30 percent of total employee compensation. Benefits that are provided as part of an employee’s compensation are known as fringe benefits. Fringe benefits have monetary value and are generally subject to taxation. Some examples include education benefits, child care assistance, and use of a company car. Administering employee benefits is a substantial part of the HR management function. When evaluating your benefits package, it’s important to understand small business health insurance requirements and other mandates for employers. Best practices for benefits management:The following tips will help you cut benefits management down to size:
Function #5: Professional Development and TrainingIt’s human nature to want to grow and learn new things, and employers who capitalize on that desire can reap substantial benefits. On-the-job training may include orientation training to introduce employees to company policies, procedures, and resources; training in job-specific skills and tools; safety training; company strategy meetings; and compliance training. Some companies provide education benefits to fund learning opportunities outside of work. These can range from conventions and seminars to college courses. Developing employees requires an investment of employee time or benefit dollars. Yet education and training can pay off in higher quality, productivity, engagement, and retention. Deloitte recently identified the need to improve learning and development as the top-rated challenge among its 2019 Global Human Capital Trends, thanks to a tightening job market and the transformation of jobs due to technology. Best practices for professional development and training:To provide development opportunities that deliver results, consider these HR best practices:
Function #6: Employee RelationsEmployee relations are all the activities that influence a company’s relationships with its employees. Positive employee relations create a happy workforce, which can provide a major competitive edge. A recent study by the World Economic Forum found that happy employees were 13% more productive than unhappy ones. So what makes employees happy? The best way to find out what your employees want is to ask. Best practices for employee relations:These practices lay the foundation for a positive employee relations program:
Function #7: Worker Safety and HealthProviding a safe, healthy work environment is a critical function of human resource management. It includes tasks such as creating safety guidelines, providing employee wellness programs, and conducting emergency planning. Many insurers provide discounts on workers’ compensation and other business coverage to employers who implement safety programs. Wellness programs may reduce your healthcare premiums. Be sure to talk to your agent and take advantage of these benefits. The U.S. Occupational Safety and Health Administration (OSHA) regulates workplace safety. They provide resources for small businesses such as an online hazard identification tool, safety program guides, and free on-site consultations. Best practices for worker safety and health:To enhance safety in your workplace, consider the following:
Function #8: Labor Law ComplianceFinally, ensuring that your practices comply with state and federal regulations is critical to safeguarding your employees and your company. Your compliance program should include policies to prevent harassment or discrimination based on race, religion, sex, pregnancy, national origin, age, disability, and genetic information. These characteristics are protected under federal law. Many states also protect employees from discrimination based on sexual orientation and gender identity. Harassment and discrimination complaints often center on hiring and firing decisions, pay equity, promotions, employee conduct, employee leave administration, relationships among staff, and retaliation for complaints. In addition, there are laws requiring employers to provide leave for needs such as jury duty, military duty, pregnancy, illness, and disability, as well as laws governing employee breaks. The laws that apply to your business will vary based on its size and location. Check with your legal team to ensure that you’ve covered all of the requirements. Employers are required to keep certain records and post information about discrimination laws. The EEOC provides compliance resources and assistance for small businesses in its Small Business Resource Center. The EEOC provides a wealth of resources to help small employers comply with federal anti-discrimination laws. Image source: Author Best practices for labor law compliance:The best protection against labor law complaints is to approach the laws systematically and diligently. These best practices are a good start:
The power of positive HR managementA positive, systematic approach to HR management starts with sound policies, runs on communication, and measures results through workforce analytics. And it is lived out through shared values such as sincerity and transparency. Get all of those things right, and your company will be able to tap the full power of its people. Expert-picked business credit cards with rich rewards and perksCash back, travel rewards, 0% intro APR financing: all of these can be great credit card perks for business owners. But how do you find the right business credit card for you? There are tons of offers on the market today, and sifting through them to find the right one can be a big hassle. So we've done the hard work for you. What management function involves hiring and training employees?Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations.
What management has the main role of training and managing people?People management refers to the practice of recruiting, training, engaging, and retaining people to optimize their talent and maximize their productivity. A subcategory of Human Resource Management (HRM), people management includes: Training and development.
Who is responsible for human resource management?There is a common misconception that only the HR Department is responsible for managing human resources. Actually, it is the responsibility of both the Line Management and HR Department. Line Managers issue orders or directives in an organization, while Staff Managers issue advice in the matters related to business.
Who is responsible for employee management?In simplest terms, the HR (Human Resources) department is a group who is responsible for managing the employee life cycle (i.e., recruiting, hiring, onboarding, training, and firing employees) and administering employee benefits.
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