Human resources are the people that staff and operate an organisation. Human resource management can therefore be defined as the management of an organisation's human capital.
Human Resource Management is the organisational function that deals with issues that relate to people such as the recruitment, management, and the direction of staff who work in an organisation.
"Where personnel management once focussed on the basics; contemporary human resource management is defined by a more holistic approach to employee relations" (2007). The current approach may include:
- attending to individual workers' motivation
- training
- work life balance
- personal and career development.
Effective human resource management enhances organisational performance by improving employee's opportunities to be effective and productive. It involves the productive use of people in achieving the organisation's objectives as well as satisfying individual employee needs.
The purpose of good human resources management is to:
- create meaningful jobs linked to the organisation's mission
- maintain the right mix of people with the knowledge, skills, and abilities to accomplish the work required
- provide a structure that helps staff be effective at their work
- provide fair and consistent treatment of staff
- provide staff with on-going feedback about their performance
- foster an organisational culture that supports and motivates staff
- create a positive work environment
- help retain effective staff members
- help staff and the organisation to manage change effectively.
Why is it important?
One of the most important resources that an organisation has is its people as it is through them that the organisation’s vision is realised.
Supporting and taking care of staff will better equip them to meet customer needs and in turn motivate staff to take care of their organisation.
Competent staff who are happy with their work and their workplace are more productive and are more likely to stay with the organisation longer. Committed staff can provide loyalty, long term sustainability and program success.
Organisations that are socially aware and not only support employee rights but endorse them whole heartedly, will gain a reputation as an employer of choice and have less difficulty attracting good staff.
What do I need to do?
Establish a framework and structure for the implementation of human resource practices and guidelines in line with the organisation's mission.
As a priority it is important to:
- understand and comply with all relevant employment legislation
- develop written job descriptions for each position
- establish a reporting structure.
Once these key pieces are in place, the human resources framework can be established which consists of the tasks and activities that will become part of the way people are managed within the organisation. In doing this, it is important to remember that all the human resources management practices are interrelated and begin with a good job description.
Human resource management responsibilities
- Job analysis/Work design
This defines a job in terms of its specific tasks and responsibilities including the qualifications and skills needed to perform within the role successfully. A job analysis will consider the time taken to complete tasks; which tasks should be logically grouped together to form a position. It will also consider optimal design to enhance employee performance. The end product of this analysis is the position description/specification.
- Human resource planning
This process involves the analysis of matching the number of appropriately qualified staff to allocated positions and the consideration of staffing levels to meet projected demand. Decisions to add, reduce or reallocate staff are made accordingly.
- Recruitment
The process of finding and attracting qualified applicants for vacancies within an organisation.
- Selection
This involves choosing someone based on merit, who is most likely to perform successfully in the position. Written applications, interviews and reference checking are the traditional methods used to select staff. However, other creative strategies can include presentations and written exercises relevant to the job.
- Performance appraisal
Performance management is the process of defining employee performance expectations, measuring, evaluating and recording performance relative to those expectations and providing feedback. This is a formal procedure between staff and their manager to evaluate employee performance. Performance appraisals are primarily focussed on the achievement and development of skills. The process is participatory and also provides an opportunity for the recognition of an employee's achievements and identification of career goals.
- Training and development
Training and development facilitates employee learning of job related skills and activities to improve performance. The provision of training and development are important tools in ensuring staff are equipped to provide the quality and type of service the organisation is aiming to achieve. Examples of training and development activities include running in house courses, providing access to tertiary or private sector courses, setting up job rotations, mentor schemes and providing opportunities to shadow and observe other staff.
- Career planning and development
Career planning and development provides opportunities for both the employee and employer. By identifying future job prospects, career goals and areas for personal and skill improvement, the employee creates a future career path. At the same time the organisation benefits as it retains appropriately qualified and skilled staff.
- Employee motivation
Employee motivation is concerned with the internal will to achieve and work towards organisational goals. Setting up conditions to enhance employee motivation is critical to the success of any organisation. Highly motivated staff tend to be more productive, have lower rates of absenteeism, turnover and lateness.
- Mentoring
Mentoring involves sharing your knowledge and expertise with another staff member. The mentor's role includes supporting the employee in their personal growth and career development. The role of all mentors: guide, coach, encourage, support and counsel to support the learning process.
References
Ourcommunity.com.au Building stronger communities through stronger community organisations: Leadership and human resources (online) (2007).
Prepared by Davis C (1996) Human Resource Management, Health Industry Development Council, Adelaide, SA.
Tracey W., (2004) The human resource glossary, CRC Pr I Llc.
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