All of us are aware of the HR role that is important in any organization. Being an HR you have to perform various tasks and have many responsibilities. Human resource management is the practice of managing an organization’s employees to achieve its goal. Well, this includes various activities from recruitment, selection, performance management learning and development, etc.
Here in this article, we have discussed the pillars of Human Resources that are necessary to understand. So if you are thinking of enrolling in the HR Management Course Online this guide will help you a lot in this. When a human resource department runs well, it can provide the structure that is needed to achieve the business goals by managing employees. Because employees are the most valuable asset of the organization.
Which are the 7 Pillars of Human Resources?
Here we have discussed the pillars of human resources. So if you enroll in the online HR course, you can implement them in your practice.
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Recruitment and Selection:
Recruitment and Selection are the most valuable parts of the HRM practices to those outside the company. An HR has to hire talents who fit in the organizational culture and contribute to the organizational growth. For this qualified candidates must be identified and engaged which is a challenging task in the competitive market. If it is not done correctly, it can result in unqualified applicants.
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Performance Management:
As the name suggests, it is a process of improving performance through feedback, reviews goal setting, and tracking. An organization should clearly define its goals and discuss them with employees. Doing so will help employees in hitting the target. Communication is a must to build and maintain employee morale.
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Learning and Development:
Learning and development is the section of human resource management responsible for ensuring that employees’ performance aligns with the company’s goals.
Individuals in charge of learning and development must recognize knowledge or skill deficiencies in employees (whether these deficiencies stem from process changes, new technologies, or forthcoming legal requirements) and create and provide training to bridge those gaps. In this manner, learning and development strategies assist employees in re-skilling and up-skilling, thus providing prospects for future organizational growth. Learning and development is a component of human resource management responsible for synchronizing employees’ performance with that of the organization.
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Compensation and Benefits:
When an HR is looking to hire a talent, he needs to keep in mind that a company should provide fair and equitable compensation. This will attract and retain top talent. However this compensation should be aligned with the budgets and profit margins of the company. The HRM team must oversee salary hikes and establish benchmarks using compensation analysis within the industry and across different regions.
Well, Compensation is given in two forms which are Primary and Secondary Compensation:
- Principal compensation consists of monetary payments for employment (wages and bonuses).
- Secondary benefits include all non-cash compensations and advantages like pensions, laptops, mobile phones, flexible hours, as well as additional perks like vacation days or childcare. The objective is to incentivize employees in a manner that inspires them to remain.
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Succession Planning:
Succession Planning is the process of developing contingencies when an employee resigns or retires from the company. This is like having a ready replacement when a position gets empty. This helps save both real as well as opportunity costs. This is based on the talk on diversity and inclusion pipeline and performance reviews. It is an HR management’s responsibility to develop leadership skills in all employees which is an important task.
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HR Software / Human Resource Information Systems:
Human Resource Information Systems are the tools that carry out HR programs and activities efficiently. An HRIS can support and perform all the HR functions discussed above. Well, an HRIS can make the end-to-end management of a large workforce by reducing the need for email and tracking.
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Diversity and inclusion
Diversity is a factor that can be used to differentiate a group of people. Diversity in a workplace is all about empowering employees by valuing them. It makes them feel that they are different in terms of age, ethnicity, race, gender etc. Inclusion goes further than mere tolerance, as it ensures that employees genuinely appreciate diversity by embracing and celebrating the benefits that various perspectives bring to both the organization and the community in which it functions.
Conclusion:
From the above discussion, it can be said that these seven basic functions of HR interact and affect each other. So if you have taken an HR management Course, you would be able to implement all of them in practice. When you effectively implement all of them, this will make you a valuable asset to the company. These HR components will enable employees across an organization to reach optimum performance. So what are you waiting for? Get enrolled in the course today to give your career new heights of success.
