3 phases of Human Resource Management
- 1. What Are The Three Main Phasesof Human Resources Management? Human resources management deals with the recruitment, training, and management of the employees in a company. Any issue in the company that is related to the employees, such as training, motivation, benefits, wellness, safety, performance, compensation, hiring, and so on is handled by the human resource management arm of the organization. At the same time, human resources does so much more than simple operational management – it is also about the strategies used to develop the corporate culture at a company. Human resources management is as much a premeditated approach as it is a response. Understanding Effective HR When an organization is efficient in the way it manages its people and has an effective work culture that's usually because the human resources function within that organization is also efficient. A good human resources management arm means the workforce of the company will be effective and efficient in the way it helps to achieve the goals of the organization. Before anything can be said about the phases of the human resources management arm of an organization, it is important to understand the functions that it carries out. The Recruitment Function Recruitment isn’t an easy task and, for many HR managers, it can be the most challenging function they have to deal with. For an HR manager to carry out her function well, she must pay a lot of attention to the process and mobilize a lot of resources in the process. The recruitment function involves attracting candidates to the company so that they actually want to apply to work there. The human resources manager should then find suitable candidates to employ from the ones that have expressed interest. Once that is done the human resources manager should work to retain the employees that have been accepted into the company and keep the turnover low. There is a lot of work that goes into the recruitment function, such as writing job descriptions that are attractive, posting them in major publications, looking for candidates, interviewing the candidates, negotiating an appropriate salary, and then offering the candidate a job. The Training and Development Function The HR manager isn’t just responsible for hiring employees but also for training them. This includes refresher training that ensures the employees are up to date with the latest developments in their areas of expertise. With good training, employees will be better able to enjoy their jobs and carry them out more effectively and efficiently. The three phases of training include setting up training modules, training the employees, and then monitoring them and measuring the results to see if the training was successful. The Professional Development Function Apart from training, professional development is another function that the human resources management arm takes care of. Basically, professional development is more well-rounded than training, and often, it subsumes training, involving the growth of the employee in all aspects of their career – even mentoring them for future leadership positions within the company. The organization can facilitate professional development of the employees in various ways, including sponsorships that allow them to go to trade shows, seminars and workshops, as well as promoting them to positions of leadership within the company and giving them greater responsibilities in the organization. The human resources arm is also in charge of constantly creating an environment in which the employees feel challenged to grow and better themselves. Ultimately, this makes employees feel as if the company is the best place for them to grow in the long term. The Function of Setting Compensations For a company to attain its goals, it should incentivize its workforce to want to achieve those goals on its behalf, which involves providing them with compensation and benefits. Compensation comes in the form of a salary, whereas benefits can involve a variety of compensation types, such as flexibility in work hours, medical insurance, maternal and paternal leaves, and so on.
- 2. The Appraisal Function The HR department is also in charge of performance appraisals. The employees of the organization need to be evaluated on their performance in order to find out if they are moving toward achieving the organization's goals. After that, the HR department will determine – based on results – whether the employee needs to improve his performance and in which areas he needs to improve. The Compliance Function An HR manager should be conversant with employment law and should ensure that the organization is compliant with all laws that relate to employers and employees. These include working hours, working conditions, minimum wage, tax, and so on. The Phasesof Human ResourcesManagement In line with the functions carried out by the HR department, there are three key phases in human resources management. The three phases of human resources management are acquisition, development and termination. These phases are also known as the pre-hiring phase, the training phase, and the post-hiring phase. The Pre-Hiring Phase The pre-hiring phase is basically the recruitment phase. This is the phase when the HR department carries out its recruitment function. Basically, the pre-hiring phase will determine which positions need to be filled in the company; it will write detailed and attractive job descriptions for those positions; it will post the open positions in advertisements in different places, and then, it will curate the candidates that express their interest to find the best one. Often, HR managers will participate in scouting activities during the pre- hiring phase and attend recruiting events or visit college careers offices. When the HR department finds candidates that it likes , it will conduct interviews with the candidates, followed by background checks and salary negotiation. Then, it will offer these candidates a position at the company. The Training Phase When the new hires join the company, the next phase is to train and orient them for their new positions in the company. Introductions will be provided to their colleagues and their leaders. They will also be taught about company policies and the code of conduct, as well as external compliance issues. They will also be trained on the job so that they know the ins and outs of the specific areas they are involved in. The Post-Hire Phase During this phase, the employee is settled in his new position in the company. During this phase, the HR department acts as a link between workers and the managers, and it also works as the arbiter in disputes that may form between colleagues. Human resources will also advise management as to what action to take in case employees are charged with inappropriate conduct. They will also collaborate with the accounting department to handle worker’s compensations and any training costs. Termination, Part of the Post-Hire Phase Human resources planning has three stages, of which termination is the last. Technically, it is part of the post-hire phase but is important in its own right. The human resources manager is responsible for informing employees when they are terminated. Typically, the department is consulted when the employee's performance records are required; the department also provides advice on the correct steps to take during the termination process. Sometimes, the HR department is required to conduct termination interviews with the employees before they leave so that they gain feedback as to their experience with the company and what can be changed for the better.