Provides a comprehensive overview of the main functions of HRM (human resources Management) from recruitment, training, performance reviews, to formulate policies retain talent. Content is presented in a practical orientation, help the organizations and enterprises understand the strategic role of each function HRM in improving operational efficiency and develop the hr team.
In the context of the business environment is increasingly competitive, people are core elements decide the sustainable success of every organization. Therefore, the understanding and correct application of functions of HRM (Human Resource Management – human resources Management) is not only a part of administrative activity that is also a long-term strategy to build a team of the quality, and high performance.
However, many businesses today are still vague about the role true of HRM or not exploit the full potential from these functions. The following article Lac Viet SureHCS will help you clear systematization of the main functions of HRM to effectively applied to actual business.
1. Overview of HRM what is?
HRM (Human Resource Management) – human resources Management is the system of activities to attract, develop, maintain optimum working efficiency of the staff in the organization. Learn a simple way, HRM does not just stop at the recruitment or payroll, which cover the entire process life cycle management of employees from joining to leaving the organization.
Other than the form of “administrative personnel” traditional focus only on records and procedures, HRM is the strategic focus on developing human potential as a valuable asset of the business.
In the context of transformation of global culture, HRM is no longer support department administrative merely, but has become a strategic partner of the leader board. A system of HRM effectiveness will help businesses:
- Mount hr strategies with business goals
- Forecasting human resources to serve the planned expansion market
- Analyze hr data to take the right decisions, timely
For example, if a company is preparing to expand into new markets, HRM will need to ensure there are enough resources, trained personnel ready to deploy. When that HRM is not only the response that actively shape the future of the organization.
In summary, understand and implement the correct function of HRM not only help the business operate efficiently, but also plays a central role in the construction of corporate culture, human development, achieve the goal long-term growth.
2. 6 Functions of HRM enterprises need to deploy
To build hr systems efficient, sustainable businesses that need to deploy the core functions of HRM. Includes: recruit and attract talent, training and development, hr management, performance management, compensation – benefits, maintaining relationships, hard work, and ensure compliance with labor laws. Each function are contributed to the foundation the solid from which improve productivity, reduce risk, retain talent, and increase competitiveness in the market.
2.1. Recruitment attract talent
Recruitment is the function start is also the foundation important in the whole system of HRM. A strategy for effective recruitment is not merely post a recruitment interview, which is a systematic process, including needs analysis, human resources, construction portraits ideal candidate, channel-set approach fit and ready for the optimal filter.
Why recruitment is one of the main functions of HRM? Because the quality of personnel input will directly affect the operational efficiency of the same work productivity long-term. Choosing the right people for the right position right from the start helps reduce risk off work early, save time, re-training, limiting the hidden costs from hiring the wrong people.
Today, many businesses have applied AI technology, to sift profile automatically to help reduce the load for the hr department to focus on stitching interviews, in-depth reviews. For example, the system can analyze hundreds of CV in just a few minutes, assess the degree of fit with the recruitment requirements based on keywords experiences from that time optimization costs for employers.
2.2. Training and development
Once recruited the right person, the next step of HRM is that human development. Training and development not only is organizing courses, skills or expertise periodically. This is both a long-term strategy to enhance capacity development roadmap profession clear for each individual in the organization.
Training – development is the key factor to retain talent. Many studies indicate that employees will stick with the organization if they see the opportunity long-term development. Enterprises can deploy the program as onboarding 90 days, building systems, mentor internal or organizational evaluation capacity to identify training needs accordingly.
In particular, in the context of technology and business models change rapidly, updating skills constantly not only individual needs, but also is required to live longer with the business. A system of HRM modern must ensure the effective management development roadmap of staff, monitoring the learning process, measuring the results of training.
2.3. Performance reviews, capacity for work
Performance assessment is the administration tool is important, not only to measure the results of working but also to motivate development for each individual. A rating system transparent fair will help employees understand the strengths, his weaknesses, from which adjust behavior to achieve greater efficiency.
Today, businesses often apply the methods of assessment such as KPIs (Key Performance Indicators) or OKRs (Objectives and Key Results). Which, KPIs focus on the measurement of quantitative indicators, also OKRs help link personal goals with the strategic direction of general business.
The value of performance reviews is not located at the scoreboard end of the states that lies in the creation of an ecosystem feedback constantly helps management and staff look back at the process of work, identify new goals, same commitment to action.
The correct application of this function in the main function of HRM will boost the work culture of transparency, coherence improves general performance of the organization.
2.4. Manage wages, welfare regime
Management salaries and benefits is one of the function key in the system, HRM, because it directly affects the level of satisfaction of sticking workers. In many businesses, the payroll is not simply public, worker number generation, but also to ensure compliance with the legal regulations, the adequacy of the bonus account – allowance – deduction at the same time absolute security income information.
This is also one of the main functions of HRM contributes to maintaining fairness internal. When workers feel that the salary and bonus transparent, worthy contribution, they will be motivated to devote more long-lasting. Conversely, the lack of clarity or errors in payroll, cause loss of trust, even as labor disputes.
Besides, the policy benefits such as health insurance, special occasion gifts, the package supports physical, mental, and also acts as a “binder” to help retain talent. The HRM building maintain these modes need to be flexible in accordance with the scale, budget each business, but ensuring the element of competition on the labor market.
2.5. Administration, labor relations
Labor relations is the foundation for a working environment, harmonious, stable performance. This is the function to be “soft”, but it requires expertise from the hr department. Operations management in labor relations, including: complaint resolution, handling conflict, building regulations, labor regulations, organization of states dialogue between employees and leadership to ensure compliance with labor laws.
In the organization, dissent is unavoidable. However, when the HRM role as a bridge, objective, listen to feedback and reasonable, then the conflict can become opportunities to improve internal culture. This is why the main functions of HRM must always include the ability to regulate and manage labor relations.
Labor relations good will help the business avoid the legal risks, reduce the rate of quitting abruptly, enhance the engagement of the employee's permanent. Moreover, it also shows the professionalism in the way organizations operate.
2.6. Build strategic personnel associated with your business goals
This is the function strategic shaping the position of HRM in developing sustainable for the organization. Don't just stop at the administrative work, business, hr departments today must engage in the process of strategic planning to ensure that the personnel policy in accordance with the direction of long-term development of the business.
For example, if the business aims to expand into international markets, HRM need to prepare plan manpower recruitment capable foreign language and global experience, build remuneration policies attractive enough to retain talents or organize the training program, advanced leadership skills.
Aligning hr strategies with business strategies not only help the business to respond quickly to the changing market, but also ensure resources are always in a state of readiness. This is the highest value in the main function of HRM bringing personnel from a support role to role companion lead the growth in the business.
3. How to deploy fully functional HRM in business?
Full implementation of the main functions of HRM in business workable if have the right strategy, tools fit together clearly aware of the importance of hrm in developing sustainable business.
3.1. Starting from the standardized hr processes core
Business should focus first on building the basic process clear for the important functions such as recruitment, attendance – payroll, performance reviews, records personnel. This not only created a platform to manage hr effectively over but also help reduce the risk legally in compliance with the regulations labor.
For example, a recruitment process simple, but standardized receive from the stage needs to sign a contract that will help the business save time, ensuring professionalism, even when there is no HR team east island.
3.2. Software application HRM suitable for automation
Instead of deployment craft all the functions HRM, small businesses should take advantage of software hr management integrated to automate the business regularly. A software HRM good not only support, information management, staff attendance and salary calculation, which also can include the module on capacity assessment, training management, internal communication, help deploy the function of HRM with reasonable cost.
More importantly, the main functions of HRM when is digitized will reduce errors, improve accuracy in reports to help managers have sufficient data to make a decision quickly.
3.3. Strategic priority development in the long term
Although any scale, businesses should still building orientation, staff development exercise. Include identifying core competencies are needed, and plan appropriate training mounts hr policies with business objectives. If you only see the HRM department is administrative processing paperwork, it will be very difficult for businesses to compete and retain talent.
Instead, when a leader recognizes the strategic role of HRM, they will see the obvious benefits: staff, stick, more performance and higher stability in operation is strengthened.
3.4. Make use of the services HRM outside when necessary
In the case of businesses do not have enough internal resources, can fully weigh outsource a number of functions HRM as payroll consultant construction rating system KPI or legal support for labor. This solution helps businesses just have the professional development, while saving the cost of recruiting and training personnel expertise.
If you are in need of advice or experience management software hr suitable for business, don't hesitate to contact SureHCS here to be quick support efficient.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
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INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
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TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
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- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
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- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
Functions of HRM't just stop at the personnel management but also the leverage strategy helps business sustainable development in the context of competition increasingly fierce. From recruitment, training, assessment to build the work environment positive, every function, all contribute to the enhanced performance and cohesive team of personnel, with the common goal of the organization. If you need a solution HRM comprehensive, professional, easy to deploy, let SureHCS accompany your business in the transition of personnel.
