Core HRM Activities Strategy and Organisation: Involves contributing to organisational strategy, organisation structure and processes Influencing

ing culture and values Developing personnel/HR strategies and policies. Employee Resourcing: Incorporates HR planning, recruitment and selection, deployment and termination of employment, redundancy management. Employee Development: Includes training and development Management development Career development Performance management. Reward Management: Incorporates the selection of reward strategies Administration of payment and benefit systems. Employee Relations: Includes IR Employee involvement and participation Communication Health, Safety and Welfare Employee Services. Employment and Personnel/HR Administration: Incorporates administration of employees records Employment policies and practices

 Working conditions Personnel/HR information systems Data protection. Impact of Scale Larger Organisations: Broader range of HRM activities and more complex HR administration Greater formality and sophistication in HR policies and procedures Basic objectives and activities remain the same Usually employ either a specialist HR department or an extensive HR department with a large amount of task specialisation Specialist HR function normally operates in a staff capacity. Hr processes The modern Human Resources Organization and the effective HR Management is based on strong, simple and effective HR Processes. The HR Processes are always divided into the functional areas and the HR Managers are responsible for the design, development and re-design of the HR Processes as the HR Strategy can be implemented.

The HR Processes are the basis for the management of the client satisfaction with Human Resources. When the clients understand the HR Processes and how they are connected and how the HR Processes interact, they feel comfort and the satisfaction level increases.

The modern HR Processes are measured and constantly monitored as HR identifies the gaps in the processes and it brings the real improvements for the benefit of the organization.

Main HR Process Areas

The modern HR Processes are grouped into logical HR areas as they provide the value added to the internal and external clients. The main HR Process Areas are:

Recruitment and Staffing Compensation and Benefits Training and Development Career Development Talent Management Leadership Development HR Controlling The real art of Human Resources is in the right connection of all processes as they provide the right support to managers and employees in the organization. The role of Human Resources is about keeping the human capital competitive on the market and the logical grouping of HR Processes helps to connect and manage the individual processes.

Each organization divides the HR Processes differently, but the main HR Processes are always in the same group in each company as it is the market HR Best Practice.

PROCESSES Each organization works towards the realization of one vision. The same is achieved by formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy formulation lie various processes and the effectiveness of the former lies in the meticulous design of these processes. But what exactly are and entails these processes? Lets read further and explore.

The following are the various HR processes:

Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). Employee remuneration and Benefits Administration Performance Management. Employee Relations. The efficient designing of these processes apart from other things depends upon the degree of correspondence of each of these. This means that each process is subservient to other. You start from Human resource Planning and there is a continual value addition at each step. To exemplify, the PMS (performance Management System) of an organization like Infosys would different from an organization like Walmart. Lets study each process separately.

Human Resource Planning: Generally, we consider Human Resource Planning as the process of people forecasting. Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff.

Recruitment: It aims at attracting applicants that match a certain Job criteria. Selection: The next level of filtration. Aims at short listing candidates who are the nearest match in terms qualifications, expertise and potential for a certain job. Hiring: Deciding upon the final candidate who gets the job. Training and Development: Those processes that work on an employee onboard for his skills and abilities upgradation. Employee Remuneration and Benefits Administration: The process involves deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator in any job and therefore the importance of this process. Performing employees seek raises, better salaries and bonuses.

Performance Management: It is meant to help the organization train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but can also be for a

department, product, service or customer process; all towards enhancing or adding value to them.

Nowadays there is an automated performance management system (PMS) that carries all the information to help managers evaluate the performance of the employees and assess them accordingly on their training and development needs.

Employee Relations: Employee retention is a nuisance with organizations especially in industries that are hugely competitive in nature. Though there are myriad factors that motivate an individual to stick to or leave an organization, but certainly few are under our control.

Employee relations include Labor Law and Relations, Working Environment, Employee heath and safety, Employee- Employee conflict management, Employee- Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance programs, Counseling for occupational stress. All these are critical to employee retention apart from the money which is only a hygiene factor.

All processes are integral to the survival and success of HR strategies and no single process can work in isolation; there has to be a high level of conformity and cohesiveness between the same.