People and process power productivity
Let us start with the basics, what is Human Resource Management (HRM)? HRM refers to the function within an organisation that deals with recruiting, hiring and managing employees. It is a core function and plays a huge role in the success of a company. The HR Manager is responsible alongside their team for implementing policies, addressing employee concerns, collaborating with finance on payroll, promoting company values and enhancing the work culture among many other functions.
Employees are the most important asset of any business. In, recent times, the function of Talent Acquisition (the process of hiring new employees) has even been branched out in some organisations as a separate division, emphasising the importance of acquiring talent in a highly competitive labour market.
HRM also involves training for employees either through training platforms, webinars, guest speakers, or conventions. As a crucial function, HRM has the ability to shape the organisation and increase its appeal among both existing and potential employees.
Importance of an HRM system
HRM is often overlooked or relegated to maintenance on spreadsheets, which is both cumbersome and outdated in terms of management practices. HR is ingrained into the fabric of a business and therefore affects every aspect of it.
When a company starts out with few employees, the tasks are easier to manage. However, as time passes, and the company starts to grow, it becomes a bigger challenge to maintain and manage records of employees, past and present. In order to succeed HRM must be proactive rather than reactive.
HR managers and teams need to be empowered to handle the call. Reducing repetitive tasks, freeing up resources and enhancing the productivity of the teams are just a few of the benefits of incorporating an HRM system.
In today’s world, automation has helped solve a number of issues, most notably cutting down on repetitive tasks. From leave management, time logs and surveys to reviews and timely support for employee concerns, an HRM helps HR teams track and manage all requirements effectively.
Advantages of HR Workflow Automation:
- Saving on time spent
- Lowering expenses
- Cutting back on work duplication
- Enhancing accountability
- Optimising the use of resources
- Reducing margin of error
- Streamline onboarding and offboarding process
Functions of HRM
HR Management consists of many functions that impact a company. They broadly consist of the following:
- Job Design and Analysis
- Employee Hiring
- Performance Management
- Learning and Development
- Rewards and Recognition
- Employee Participation
- Healh & Safety
- Personal Wellbeing
- Managing External Resources
- Administration Responsibilities
1. Job Design and Analysis
Crafting the job description, role and responsibilities, is one of the most known HR functions. It involves creating the first impression of the company for potential future employees. This involves identifying the traits required for the ideal candidate best suited to the role, by describing the skills and character traits needed to work with both the existing team as well as establish whether a candidate is a fit for the company and the work culture.
Job analysis involves working in conjunction with other teams to narrow down the must-have skill set, qualification and work experience for the job. The daily functions of the role need to be mentioned in detail.
2. Employee Hiring
As an extension of job design and analysis, HR’s primary function is Recruitment. Getting the right employees from extensive searches and numerous applications is a task that has long-reaching consequences for the company. By identifying the candidate for the interview and selection process, the company’s senior resources are also bought to bear for subsequent interviews and hence it is important to find candidates that are the closest to the requirement.
Managing the rounds of interviews is equally important as each result in an evaluation of the company by the potential candidate. The interviews must be meticulously planned to properly gauge their skills, capability and work experience.
After completion of the interview rounds, crafting the offer letter and presenting the first impressions of the company become deciding factors for the successful completion of the hiring process.
3. Performance Management
In order to stay productive it is crucial to have effective project management. While this falls under the purview of team leads, an HR manages and monitors the process. Ensures that there are clear goals and objectives, transparent feedback and good leadership.
From peer reviews and managerial assessments to quarterly and annual reviews, planning the process and organizing the necessary tools to carry out addressed by the HR.
Building and revising an effective performance management process is vital to identifying talent and improving recognition ensuring reduced attrition.
4. Learning and Development
In order for a company to grow it is important to be invested in the growth of the employees. This makes learning and development an important part of an employee’s tenure. Staying up to date with changes in the industry helps elevate the right candidate to rise to the challenge in innovation.
The modern company has a variety of options to choose from. Websites like Udemy, Coursera, edX and many more allow for tie-ups to provide employees with the benefit of upskilling on the go. Further promotion of upskilling culture adds to the impact of this initiative.
5. Rewards and Recognition
Timely recognition of employees plays a huge part in employee satisfaction. Towards this most rewards and recognition programs have evolved to create ambassadors for the company that help improve the perception of the company and help attract more candidates
From certificates to vouchers and even gifts, companies now even compete to provide an impressive rewards and recognition program that goes beyond acknowledgement and fosters a culture of striving for excellence.
6. Employee Participation
Getting employees involved in various team-building activities and interactions adds to enhancing the work culture at a company. It helps build closer ties between employees as well as the various departments.
Additionally, conducting internal surveys on a variety of issues, policies, etc. helps an HR team get a better idea about everyone’s viewpoint and is able to better address concerns or even reshape practices to better suit the employees.
7. Health & Safety
Creating, documenting and implementing health and safety regulations is another important part of HR functions. This was unfortunately proven through the current pandemic where HR teams had to be well-informed, quick to implement safety measures and develop robust systems to keep employees up-to-date on all government guidelines.
Standard government regulations pertaining to building safety, fire response readiness, electrical safety and more are also required to be evaluated regularly and certified.
8. Personal Wellbeing
There are many factors that affect employees and it is important that they can rely on their HR to aid them to the best of the company’s policies. In recent years this particular function has come to the forefront with some companies even going so far as to hire a Chief Wellness Officer.
Being invested in the wellbeing of employees helps build closer ties within the company as well as raises the profile of a company that believes in being people-first. Through a variety of programs, HRs can create opportunities for employee assistance beyond the usual measures.
9. Managing External Resources
Many companies use external resources such as consultants, agencies, vendors, etc. to address specific requirements. The tasks of sourcing, negotiating and managing these resources fall to the HR team. Often it requires setting up workflows to ensure that their services are executed timely and in line with company policy.
Ever since the well-documented cases of public outrage against large corporations for taking a hands-off approach with regard to their franchisees or suppliers, companies are even more careful with whom they partner and this task is seen through by the HR Department.
10. Administrative Responsibilities
Last but not least is the administrative responsibility with makes up the bulk of the HR team’s work. From performance evaluations to promotions, leave management to disciplinary action, HR tackles a range of administrative tasks.
HR teams document, set up and update policies to address workplace etiquette, conflict resolution, sexual harassment, relocation, promotion of diversity and more.
So how does Waith.io help with HRM?
Waith.io simplifies Human Resource Management to a great extent by providing a single solution to address all aspects of HR Management.
- Documenting Employees
- Payroll Management
- Attendance Management
- Leave Management
- Work Management
- Task Management
- Manage User-Role
- Add Documents
- Holiday List
- Generating Reports
Waith.io frees up HR resources to focus on other tasks while simplifying repetitive tasks. Waith.io is a one-stop portal for all HR management-related activities. The easy-to-use interface allows HR teams to quickly navigate and implement the SaaS into their workflow.
Additionally, Waith.io also provides CRM, Payroll, Invoicing, Tickets, Products and so much more in just one solution. It truly is the ultimate business management solution as it combines 22 features in one. And it is highly cost-effective as it does not use the per-user billing method nor does it charge for features.