Characteristics of human resource management
Even organisations without an official human resource management (HRM) team, need to manage their employee talent. So, HRM applies to all businesses, large and small. In smaller businesses, HRM may be carried out by the company owner or general manager. Some duties are typical for all types of HRM, others are industry specific and many functions are only applied by HR managers who go beyond what's expected from upper management.
The education requirement and employment history of a HR manger varies depending on the organisation and the industry. Much is dependent on the culture of the individual company and the specific HRM duties needed. Typically, HR managers are college graduates with an applicable degree or certificate. The HRM manager sometimes moves up the management ranks and is eventually promoted to HRM. HR managers must have strong interpersonal skills because their magnitudes revolve around interacting with other employees.
The Nature of HRM
HRM's top functions include; drawing in new employees, motivating current workers and retaining employees. Other duties might include training, administration and labour relations. HR managers may also be involved in company strategy and organizational change management. HR workers act as liaisons between upper management, mid management and employees. In day-to-day tasks, HR managers are primarily concerned with strengthening employee morale, increasing productivity and ensuring quality work conditions.
Types of HR Managers
Employment placement managers, recruitment specialists and employment interviewer are all HRM staff focused on hiring new employees. Training managers help orient and teach new employees. Development specialists help employees achieve work goals. Employee welfare managers (also called work-life managers) go deeper than development specialists, they contribute to employee well-being by helping them enhance their work/life balance and move towards both employment and life goals. Labor relations managers negotiate between employees, management and unions. Equal Employment Opportunity (EEO) Officers, sometimes known as affirmative action coordinators, ensure equality employment opportunities and handle diversity issues. Job analysts and compensation or benefit specialists decide who should get what and how much they should be paid. HR generalists handled all the functions of HR, usually for smaller companies. In businesses with a large HR department, the top HR manager is often called the "director of human resources."
Employment and Outlook
According to the United States Department of Labor (USDL), the U.S. HRM workforce is made up about 904,900 HR jobs. Thirteen per cent of those jobs are administrative, 11 per cent are in professional fields, 10 per cent of HR managers work in the health care industry and another nine per cent of HR jobs are in finance. The USDL projects that HRM employment will grow by 22 per cent between 2008 and 2018.