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What is HRM Process

The HRM process encompasses recruiting, onboarding, training, performance management, compensation, and employee relations. It ensures the right talent is hired, developed, and retained, aligning workforce capabilities with organizational goals. By strategically managing these functions, HRM fosters a skilled and motivated workforce, driving overall success. This comprehensive approach supports both employee growth and organizational objectives, creating a harmonious and productive work environment.

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What is HRM Process

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  1. The HRM Process: A Comprehensive Overview Human resource management (HRM) is the strategic and comprehensive approach to managing an organization's most valuable asset: its people.

  2. Defining HRM Strategic Integrated HRM aligns with the organization's overall strategic goals and objectives. HRM involves multiple functions, ensuring smooth integration and consistency across various departments.

  3. Key Stages of the HRM Process HR planning: Forecasting future workforce needs and developing strategies to meet them. 1 Recruitment & selection: Attracting and choosing the right candidates for vacant positions. 2 Training & development: Upgrading employee skills and knowledge to enhance performance and growth. 3 Performance management: Evaluating employee performance, providing feedback, and setting goals. 4 Compensation & benefits: Designing competitive compensation packages and benefits programs. 5 Employee relations: Maintaining positive and productive relationships between management and employees. 6

  4. Human Resource Planning Forecasting Talent Inventory 1 2 Anticipating future workforce needs based on business trends and goals. Analyzing the skills and experience of existing employees to identify gaps and potential. Succession Planning 3 Developing strategies for replacing key personnel to ensure continuity and stability.

  5. Recruitment and Selection Job Analysis Sourcing Candidates Defining the requirements and responsibilities of each position to attract the right candidates. Utilizing various channels to reach potential applicants, such as job boards, social media, and referrals. Selection Process Conducting interviews, assessments, and background checks to evaluate candidates' suitability.

  6. Training and Development Onboarding Skills Development Introducing new employees to the organization's culture, policies, and procedures. Providing training programs to enhance employee skills, knowledge, and abilities. Leadership Development Cultivating leadership potential by offering mentorship programs and training initiatives.

  7. Performance Management Goal Setting Establishing clear and measurable performance goals aligned with organizational objectives. 1 Performance Reviews 2 Regularly evaluating employee performance against agreed-upon goals and providing feedback. Performance Improvement Plans 3 Developing strategies to address areas requiring improvement and enhance employee performance.

  8. Compensation and Benefits Salary Structure 1 Developing a competitive and fair salary structure based on market research and job evaluations. Benefits Programs 2 Offering a comprehensive range of benefits, such as health insurance, retirement plans, and paid time off. Compensation Review 3 Regularly reviewing and adjusting compensation and benefits packages to remain competitive.

  9. Challenges and Best Practices 1 2 Talent Acquisition Diversity & Inclusion Staying ahead of the competition to attract and retain top talent in a tight labor market. Creating an inclusive workplace where all employees feel valued, respected, and empowered. 3 4 Technology Integration Employee Engagement Leveraging technology to streamline HR processes and improve efficiency and employee experience. Creating a positive and engaging work environment that fosters employee motivation, loyalty, and productivity.

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