Human Resource Management, or HRM, is the practice of managing people to achieve better performance

Human resource management (HRM)The process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. is the process of employing people, training them, compensating them, developing policies relating to them, and developing

Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses

Human Resource Department is an integral part of any organization. Also, the Human Resource Manager (HRM) is a member of the management. Four basic functions of Human Resource Management are Planning, Directing, Controlling and Organizing

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Recruitment process is the first step in creating a powerful resource base.

Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. The HR department will also assess which skills are required of employees for each job.

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. ... Job analysis defines the organization of jobs within a job family.

Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Selection is a long and tedious process. Every candidate has to pass through several hurdles before he/she can get selected for job

Training and development process is an organizational activity aimed at improving the performance of the individuals and groups of employees in the organizational settings. ... Through 'training' employees are taught specific skills while through 'development' employee's personality and management skills are enhanced

A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks.

Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.

List of Training Methods

• Technology-Based Learning. Common methods of learning via technology include: ...

• Simulators. Simulators are used to imitate real work experiences. ...

• On-The-Job Training. ...

• Coaching/Mentoring. ...

• Lectures. ...

• Group Discussions & Tutorials. ...

• Role Playing. ...

• Management Games.

Training evaluation is the systematic process of analyzing if training programs and initiatives are effective and efficient. ... Trainers and human resource professionals use training evaluation to assess if employee training programs are aligned with and meet the company's goals and objectives

Performance Management System (PMS) is the strategic process by which an organization measures the performance of the employees in order to reward their contribution towards the organization growth and success.

A performance management system helps HR managers establish clear performance expectations through which employees can easily understand what is expected of their job. It allows managers to reinforce on their employees, the individual accountability to meet their goals and evaluate their own performance.

The steps in the performance management process can be broken down into four broad categories: Planning, coaching, reviewing and rewarding. Each step is equally important, and together form the backbone of a company's performance management process.

Motivation theories

• Maslow – hierarchy of needs.

• Alderfer – ERG theory: Existence needs, relatedness needs and growth needs.

• McClelland – Need for achievement, affiliation and power.

• Herzberg – Two factor theory.

• Skinner's reinforcement theory.

• Vroom's expectancy theory.

• Adams' equity theory.

• Locke's goal-setting theory.

Employee counselling is a psychological technique and that is used in various forms. The main objective of it is to support the employees by providing them advice, guidance, suggestions to solve the prevailing problems and improve physical and mental conditions, performance and which can take many forms.

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.

Payroll is the process of paying a company's employees, which can include the tracking of hours worked, the calculation of employee's pay, and the distribution of payments via direct deposit directly to their account or by check

Compensation of employees (CE) is a statistical term used in national accounts, balance of payments statistics and sometimes in corporate accounts as well. It refers basically to the total gross (pre-tax) wages paid by employers to employees for work done in an accounting period, such as a quarter or a year.

Common fringe benefits are basic items often included in hiring packages. These include health insurance, life insurance, tuition assistance, childcare reimbursement, cafeteria subsidies, below-market loans, employee discounts, employee stock options, and personal use of a company-owned vehicle

A primary benefit of variable pay programs for employers is they provide flexibility and allow an organization to reward employees through bonuses and other programs instead of committing its financial resources. Variable pay programs help an organization to: Control costs. Improve corporate culture

Employee Personal Details Report displays most details about all employees. This report is helpful to the HR Team to review, verify and analyze the employee data across the Organization. ... If you do not need to see the details of all the employees, you can also generate individual reports pertaining to an employee

Fundamentally, an HR report is an analytical method used to display human resources-related stats, insights, and metrics with the primary purpose of improving workforce performance, recruiting procedures and other relevant HR processes with the help of HR dashboards.

Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization

A reward strategy describes how an organisation will use reward policies, practices and processes to support the delivery of its business strategy. Within it, every reward issue or initiative should be viewed through the prism of how it helps the business.

The reward system is a group of neural structures responsible for incentive salience (i.e., motivation and "wanting", desire, or craving for a reward), associative learning (primarily positive reinforcement and classical conditioning), and positively-valenced emotions, particularly ones which involve pleasure as a core

The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

Employee communication is often defined as the sharing of information and ideas between the management of an organization and employees and vice versa. ... You can share information among your employees almost instantaneously. As the speed of communication increases the challenges for communicating effectively also change.

Employee voice is the means by which people communicate their views to their employer and influence matters that affect them at work. It helps to build open and trusting relationships between employers and their people which can contribute to organisational success

Employee wellbeing is about more than physiological or mental ill health – it's about optimising the health of all employees, not just reducing the numbers of staff who are diagnosed with medical conditions. Employee wellbeing also extends beyond health, and into happiness as well, and job satisfaction

Invictus : A Film Study on Engagement

1. When we talk about engagement, Invictus comes to the mind instantly. Based on the biography of Nelson Mandela, this movie is great in many aspects as it elucidates leadership and motivation in business.

2. But, what strikes in the movie most is Mandela’s ability to communicate and engage with the people of South Africa, whites and the blacks, torn apart by the racial times.

3. In the movie (and in real life), Mandela uses Rugby- a sport as a medium to bridge the gap between the blacks and the whites.

4. The message in the movie is clear for the HR managers; employees can easily get disengaged and even pessimistic in their approach towards their work. It is the duty of the HRs to bring out the positives in them through games, parties, movie hosting and other such conducive activities.