1. Scope Of Human Resource Management?

 

1.1. Definition of HRM

"The personnel function is a crucial aspect of all businesses as it enables the efficient use of human resources to accomplish organisational goals while also fostering employee growth and satisfaction.(Henarath H D N P Opatha,2009) Employing people, maximising their potential, utilising, preserving, and paying them according to the demands of the position and the organisation are all components of human resource management. (Armstrong,2019) Employers can accomplish their HRM objectives by assigning employees tasks and responsibilities. This is how organisations manage their workforce. The organisation can also offer recruitment procedures, KPIs, and job descriptions. An organisation must control employee attitudes in addition to developing resources like knowledge, skills, and values. Considering that those are invisible. In order to achieve this, the organisation must hold trainings, one-on-one conversations, internal knowledge sharing sessions, share folders, set aside money for certifications, etc. In order for the organisation to be used and maintained, it must plan incentive trips, commissions, and get together.

A strategic goal and objectives, integrated and coherent approach to the employment, development, and well-being of individuals working in an organisation is what is known as human resource management (Boxall and Purcell, 2020). We can learn about an employee's strengths and weaknesses through their performance reviews, and the organisation can then improve strategic training to meet its goals and objectives.

                                                                 Figure 01

                                                       Human Resource Management

                                                  Source-(careerchoice360.com, n,d)

Employees are a company's most valuable asset, so hiring qualified professionals is essential for any business. Human Resources (HR) is a fundamental aspect of any business, as it aids in the recruitment of worthy candidates for the organisation.

To be able to bring in the best resources, an HR must be aware of the organization's goals and tactics. Since HR professionals use their training to identify the best candidates for an organisation, they are in high demand. Since the field of human resources is expanding quickly, a career in it can lead to many profitable job opportunities.

The management of human resources includes tasks like organising, directing, and controlling. It includes the acquisition, development, and maintenance of human resources. The field of human resource management is multidisciplinary. It covers the study of economics, sociology, psychology, management, and communication. It calls for cooperation and teamwork. It's an ongoing process.

1.2 Essential Competencies for Human Resources

Training and developmental skills

Problem-solving and conflict management

Communication

Active listener

Recruiter

Teamwork

Decision-making skills

Performance evaluation

Emotional intelligence

                                                             

                                                           Figure 02

                                                   Required skills for HRM

1.2.1. Training and developmental skills.

One of the most important resources that a company needs to have is human resources. Thus, it is necessary to take into account the requirement for training and development of human resources. The degree to which an organization's employees' efforts are acknowledged by the business determines its success and efficacy (Eliphas & S, 2017). Training plans have to be created and implemented with the needs of the organization's staff in mind. According to Cobblah and van der Walt (2017), the planned staff/employee development process can then assist in providing them with the new technological skills required to enhance their job performance and keep skills from becoming outdated. HR specialists offer opportunities for training and development to staff members in order to improve performance and add value. For example, offering management and leadership training sessions will assist staff members in acquiring a wider range of skills. This enables them to advance their careers while simultaneously taking on more responsibilities.

 1.2.2 Problem-solving and conflict management

In order to handle and enhance working relationships, this calls for problem-solving and conflict-resolution abilities. When there is a dispute, HR specialists act as mediators, listening to all sides before offering a solution. They are also in charge of responding to questions and concerns from staff members, including management-related ones.

1.2.3. Communication

The most often requested skill in HR job postings is communication. Effective communication is crucial in human resource management because the HR specialist serves as a liaison and representative of both the company and the employee. Effective communication is crucial in any kind of organisation.   It makes the organisational processes of informing, persuading, and motivating possible. Outstanding verbal exchange skills are essential for employees to perform at a high level. According to Oribabor (2004), there are four main functions of communication in an organisation: information, motivation, control, and emotional expression.

1.2.4. Active listener

Those who are adept at active listening can listen intently to others without bias or condemnation and foster a safe environment in which others feel comfortable sharing. Empathy and active listening go hand in hand. "In a professional context, empathy refers to the capacity to view circumstances from the viewpoint of all parties involved. According to leadership development and career coach Diane Gallo, this encompasses internal staff, shareholders, and the communities in which they operate, and even the geopolitical environment. It will be more difficult to handle potentially delicate DEI&B situations and to coach staff members and other HR professionals in an effective manner if one lacks strong active listening skills.

1.2.5 Recruiter

In a quick-moving, operational sector, HR recruiters are in charge of meeting recruitment targets. To fill jobs for their client or company, recruiters need to find and attract the best candidates.

• Essential abilities for recruiter
• Making use of HR technology
• Oral exchange establishing a rapport
• Developing original and inventive solutions

1.2.6 Teamwork

One of the most important HR skills is teamwork. As an HR specialist, you should collaborate with managers within the company as well as your fellow HR professionals. Collaborating internally by proactively coordinating HR initiatives is advantageous for the company and HR.

1.2.6 Decision-making skills

There are many decisions made in HR. When determining whether a candidate is a good fit for a position, one scenario in which this skill is required is during the hiring process. Finding the best talent or candidate requires strategy, experience, and intuition. When an organisation is faced with the challenge of downsizing, decisions pertaining to human resources are also required. Even in the midst of a crisis, it will be the HR representative's duty to deliver the message effectively. Thus, to support essential organisational functions like these, all HR professionals—especially managers—must possess strong decision-making skills.

1.2.7 Performance evaluation

Evaluating an employee's performance entails determining their level of performance and reporting it. HR managers track employees' advancement by conducting performance reviews. To ascertain the needs for employee development, they also utilise performance evaluation.

1.2.8 Emotional intelligence

Capacity to recognise and react to emotions correctly, or emotional intelligence, is one of the most important HR skills. HR professionals who possess a high EQ are better able to relate to and comprehend their employees. HR professionals frequently gain the respect and collaboration of their peers by identifying and acknowledging their emotions and experiences. Not to mention that employees frequently hesitate to express their genuine emotions or might not even be self-aware enough to identify them. An HR specialist with emotional intelligence can rapidly identify the emotional causes of behaviours and identify the core of the problem. Additionally, emotional intelligence helps professionals respond to situations more coolly by helping them become more aware of their own emotions and reactions. (Robinson, 2021)

1.3 Recommendations to improve the HRM skills

In addition to acting as a culture and change steward, credible activist, talent manager, business ally, operational executor, and strategy architect (Ulrich et al., 1995), HR professionals must also play the roles of advisor, innovator, mediator, mentor, and strategist (Arulrajah and Opatha, 2010). Additionally, they should be competent in both the newly developed HR functions, such as interacting with customers, generating shareholder wealth, and engaging employees, as well as the more established HR functions, such as job analysis, HR planning, recruiting and staffing, performance evaluation, and discipline management (Arulrajah and Opatha, 2010)

Conclusion

In order to properly manage an organisation's most significant asset,its people, or employees,human resource management, or HRM, is essential. It includes a wide range of initiatives aimed at drawing in, nurturing, and keeping gifted people. However, what exactly are these things, and how can they improve the success of an organisation? Understanding the scope of human resource management is crucial to providing an answer to this question.Human resource management (HRM) has a wide range of applications that extend beyond creating employee learning, development, and mentor-ship programs. My other blogs will provide you with further information.

References

Arulrajah, A.A. and Opatha, H.H.D.N.P. (2010). Skills required for key HRM jobs in Sri Lanka: an explorative study of newspaper advertisement. [online] https://www.researchgate.net. Available at: https://www.researchgate.net/publication/281898638_Skills_required_for_key_HRM_jobs_in_Sri_Lanka_an_explorative_study_of_newspaper_advertisement  [Accessed 11 Dec. 2023].

careerchoice360.com. (n.d.). Human Resource Management. [online] Available at: https://careerchoice360.com/human-resource-management.jsp.[Accessed 11 Dec. 2023].

Haan, K. (2023). Strategic Human Resource Management Guide – Forbes Advisor. [online] www.forbes.com. Available at: https://www.forbes.com/advisor/business/strategic-human-resource-management/. [Accessed 18 Dec. 2023].

Henarath H. D. N. P Opatha (2009). Human Resource Management. [online] ResearchGate. Available at: https://www.researchgate.net/publication/326183548_Human_Resource_Management. [Accessed 11 Dec. 2023].

Indeed Career Guide. (n.d.). Top Human Resources Skills for a Resume (Plus Sample Skills Section). [online] Available at: https://www.indeed.com/career-advice/resumes-cover-letters/human-resources-skills. [Accessed 11 Dec. 2023].

Iyoriobhe, M.O. (2019). (PDF) Effective Communication in Human Resource Management. [online] ResearchGate. Available at: https://www.researchgate.net/publication/334273305_Effective_Communication_in_Human_Resource_Management [Accessed 11 Dec. 2023].

Putri, F R. and Sopiah S(2022). HUMAN RESOURCES TRAINING AND DEVELOPMENT: A SYSTEMATIC LITERATURE REVIEW AND BIBLIOMETRIC ANALYSIS. [online] https://www.researchgate.net. Available at: https://www.researchgate.net/publication/365752240_HUMAN_RESOURCES_TRAINING_AND_DEVELOPMENT_A_SYSTEMATIC_LITERATURE_REVIEW_AND_BIBLIOMETRIC_ANALYSIS [Accessed 11 Dec. 2023].

Robinson, A. (2021). 14 Crucial HR Skills & Competencies. [online] teambuilding.com. Available at: https://teambuilding.com/blog/hr-skills. [Accessed 11 Dec. 2023].

www.youtube.com. (n.d.). Top 5 HR Skills Every HR Professional Should Have. [online] Available at: https://www.youtube.com/watch?v=NcZopUXBVO0. [Accessed 18 Dec. 2023].

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