HRM (Human Resource Management) is the process of comprehensive management of activities related to human resources in business such as recruitment, training, performance reviews, payroll, and benefits. The goal of HRM is to develop staff effectively, mounted in accordance with the development strategy of the organization.
In the digital era, when competition between businesses increasingly fierce, human resources is no longer merely support department which has become the core element determines the sustainable development of the organization. However, many businesses today still see the light or not properly understand about the strategic role of hrm in modern or also known as HRM (Human Resources Management).
Understanding HRM is what not only help businesses operate more efficiently, but also is the key to attract, develop and retain talent, capital is an intangible asset but bring long-term value. In the context of transformation of the model changes labour (work remote, flexible,...), hr management the way, there are strategies, technology applications are becoming necessities.
The same Lac Viet SureHCS find out the details in the article.
1. The concept of HRM is what?
HRM (Human Resources Management), also known as human resource management is the process of organizing, managing and developing people in business in a systematic way. The main objective of HRM't just stop at the recruitment or clocking that is also optimized the performance of the team through policies, training, evaluation, compensation, human resources development.
Other than as personnel management, the traditional capital nature of administration as records management, payroll, or disciplined, personnel administration, modern (HRM) has a strategic point of view more. HRM is considered the property of the strategy should be long-term investment is mounted with business objectives organizational culture.
For example, a business application systems HRM modern, can not only manage employee information, but also track your route advance, performance work in real-time from that decision more accurate when allocating resources or promoted personnel.
Understanding the post-deployment version HRM helps businesses:
- Increase team productivity, thanks to mount the right person – right job;
- Proactive training and development human resources internal;
- Advanced ability to retain talent, build corporate culture strong.
In a market where the flexibility to adapt quickly is vital systems HRM what is no longer a question of your own human resources department that is a strategic interest of all business leaders.
2. Implementing HRM, it help business?
In the context of labor market competition, volatility, non-stop, the investment in a system of human resources management (HRM), it no longer is the option that has become the urgent needs of the organizations and enterprises. The benefit here is not only technical but also create long-term value for our people strategy for sustainable growth of the business.
2.1. Raising the productivity and engagement of employees
When employees perceive that the organization invest seriously into hr system from recruitment and training to welfare, they tend to work more efficiently, sticking more long-lasting. HRM help standardize work processes, allocate work clear, transparent reviews.
For example, when employees are fair assessment through system KPIs or OKRs integrated, they have the motivation to improve results, more active in developing themselves. This directly affects the overall performance of the organization.
2.2. Minimize errors cost in hr processes
One of the “pain” the most popular of the business is errors in payroll, timekeeping or store personnel records. HRM solved this problem thanks to the feature auto-synchronization, tightly controlled. Instead of handling hundreds of Excel spreadsheet system, HRM helps businesses minimize input errors, save time handling avoid legal risks when checking labor. In addition, the number of turns the whole process also helps businesses save on operating costs, administrative division personnel to focus resources for the activities to create higher value.
2.3. Support leadership decisions based on data
A system of HRM modern't just storing hr data but also provide the analysis report in real time about the status of manpower, work performance, trends, jobs, labor costs... From there, managers can make decisions quickly, the more accurate in the coordination of personnel, budget planner or re-structure parts.
For example, if a department has a ratio of the high mutation HRM will detect soon to give a warning to help leaders take timely action instead of just detect when the damage happened.
3. The main activities of HRM in business
A system of human resources management effective indispensable to the functioning core following. Each function not only as a process operator, but also a defensive strategy in the development of human resources.
3.1 Recruitment attract talent
The first function, the most important of HRM is to ensure the business attract the right people, the right capacity for each position. HRM support planning, recruitment, branding, recruiters, approach potential candidates through the digital platforms, in-depth reviews by the interview process standard. This is the first step to building a team of quality, ready to adapt to long-term goals of the business.
3.2 Training and development human resources
Not a business, how can sustainable development if not, invest in people. HRM helps to identify training needs, design, development roadmap capacity for each individual, thereby improving labour productivity, retain talent.
For example, training system, internal integration helps employees can learn anytime, anywhere and track the progress of development itself in a clear way.
3.3 performance Management work
Performance reviews not only the “end of the year wrap-up” that should be deployed periodically, according to specific criteria associated with corporate goals. HRM helps digitize processes, performance reviews from reviews KPIs to 360-degree feedback, ensure transparency, promote the continuous improvement. Business whereby easily identify personnel prominent adjusted hr plan in a timely manner.
3.4 Management salary bonus benefits
These are factors that directly affect satisfaction, commitment of employees. HRM not only ensure the accuracy of attendance – payroll but also design support system, welfare, competitive and flexible according to group objects and associated with work capacity. The transparency, the right term in pay is the foundation reinforces trust with workers.
3.5 maintain labor relations, corporate culture
HRM play the role of “bridge” between staff leadership. From the handling of complaints, internal contradictions, to the construction of programs mounts, internal operations,... all contribute to shaping maintain corporate culture. A work environment that actively help reduce the rate of absenteeism, increase cohesion and performance collective work.
3.6 Ensure compliance with laws and regulations staff
Business can't be subjective with the legal regulations, such as labor contracts, social insurance, personal income tax or regulation on working hours. HRM updated support deployment of personnel policies comply with the law, at the same time record storage full service, inspection, when necessary.
Full implementation of the main activities of HRM to help businesses not only stable operation but also create the foundation for human resources development, it is sustainable.
4. Comparative HRM and the term hr related
4.1. Comparative HRM and HRD: Business should distinguish how?
In the strategy of every business, the two concepts HRM (Human Resources Management – hrm) and HRD (Human Resources Development – staff development) is often mentioned in parallel. However, if you do not clearly distinguish the business may have difficulty in the construction of appropriate policies, leading to imbalance between management and human development.
| HRM – human resource Management | HRD – human resource development |
HRM focuses on the organization of management activities related to people in the business. Include the business such as recruitment, payroll, records management, timekeeping, benefits, compliance with the legal provisions of labor. This is the “backbone” in the system operation personnel in a smooth way. For example, When enterprise deployment system, HRM, and all employee data is digitized archive focused on helping hr departments save time in the lookup, processing, reporting. Core value that HRM bring is to ensure consistency, transparency, efficiency in processes, personnel, at the same time contributes to maintaining stability for the whole organization. | HRD emphasis on the development of competencies, skills, thinking for employees. Activities typically include training, coaching, development, leadership, succession planning, and building a culture of learning in the organization. For example, if the business invested in a training program soft skills for team, middle management, which is an activity of HRD. Value of HRD is to help the team progress constantly, from which enhance the quality of resources and enhance the competitiveness of business in the long run. |
Despite differences in orientation, HRM and HRD do not operate independently, which complement each other in the ecosystem personnel. Can visualize: HRM is a solid foundation, also HRD is the arm reach of the organization. A system of HRM powerful help freeing up human resources from the task manually, so they can invest more for the active HRD strategic.
Tips for business: To build strong team, businesses need to implement parallel both HRM and HRD, rather than just focus on one aspect. The integration of a system of human resources management modern will also create favorable conditions for the active development personnel are deployed efficiently, thanks to centralized data.
4.2. HR and HRM how different?
| HRM | HR |
HR (Human Resources) – also known as human Resources, are the property people in the organization, including the entire staff, management, expert... are working and contributing to the operation of the business. In other words, HR is managed objects. This is the most important resource in any business because all manufacturing operations, business, strategy all need people to operate the real exam. For example, In a technology company, department, programmers, experts, UI/UX, QA staff... is a part of the human resources – HR. | HRM (Human Resources Management) – human resources Management is the whole of activities, policies, processes, strategies to manage and optimize the working efficiency of human resources in the business. HRM includes the array as:
For example, The software application HRM modern as SureHCS to digitize records management, hr automation, payroll calculator, track employee performance is part of the activities HRM. |
5. Guide to construction systems hrm comprehensive for the enterprise
Step 1. Laying the right foundation: Identify the target scope of HRM
Define hr strategies aligned with business strategy: HRM integral development orientation of the company: You want to expand quickly, retain the best, or optimal cost?
For example: fast-growth Business need to focus on recruiting, training and building process, onboarding clear.
Clarification of the array the function should be in the system, HRM
- Recruitment attract talent
- Records management personnel
- Training development
- Attendance – payroll – benefits
- Performance evaluation
- Plan succession & leadership development
Determine the level of automation desired: You want the system to pure craft (Excel), semi-automatic (combine individual instruments), or convert to a fully digital through software HRM integration?
Step 2. Standardized hr data right from the start
In any system of human resources management how hr data platform is the most important. If the data is wrong, misleading, incoherent or inconsistent, the whole system of HRM will operate less efficiently. Therefore, the standardized hr data from the first phase is a prerequisite to help businesses save time, cost and avoid legal risks in the long term.
Construction of the personnel records in full uniform: Each personnel in business need to have a profile built as a single structure. This documents includes not only administrative information, such as name, date of birth, ID card/CCCD, but also need full:
- Information contract labor adjustments.
- History of salary, bonus and allowance.
- The training process internal – external.
- Results evaluation capacity.
- Change history ministry/departments.
A system of hrm basically need to manage the fulness of the data on to the reviews proposed salary increase, or re-structure the organization after this.
Digitize the entire employee records: The record store on the paper not only expensive area, but also a potential risk of loss, misplacement or breach of security. With a system of human resources management is the whole personnel records should be digitized, stored on secure platform can be server or cloud.
Clear benefits:
- Access profile quickly when you need to lookup or service labour inspectorate.
- Decentralized access to security sensitive information such as salary, medical records.
- Minimize manipulation craft, save time updating records.
Standardized categories, coding rules: When the organization has expanded to a certain scale, the put the code for the worker code, code titles or code work locations need to have a system consistent. This helps:
- Avoid duplicate or errors when statistics and reports.
- Easy data connection between the module of the system of HRM.
- Support automation processes, for example as the decentralized approval by rank or departments.
A simple example: Instead of using the room name“, Room, business Southern” in this place, “business South” in other place, let's specified use code “KD-MN” homogeneous whole system.
Step 3. Choose platform tools HRM fit
Choose the right platform, tools, HRM will decide to 70% effective human resource management of the business. No software is perfect for every organization, it is important to choose solutions that fit strategy, scale peculiarities management of your business.
Preferred solution capable of integrating the expansion modules like attendance – payroll; accounting-finance; insurance; employee Portal (employee self-service). This helps hr data sync, avoiding deviations saves time management. In addition, if the business is growing fast or are planning to open branches, you should choose platform scalable and decentralized flexible according to the model group or the parent company – subsidiary company.
In accordance with the law – Vietnamese culture: A system of HRM, although modern where to go, also will not be helpful if non-compliance with the legal requirements in Vietnam. Enterprises need to check that your software can support:
- Manage contract deadlines, type of labor CONTRACT, according to the regulations.
- Salary, bonuses, insurance, according to the circular, the latest decree.
- Archive extract profile service labor inspection or audit.
At the same time, the software needs to match the style of work of the Vietnamese people: simple, easy to understand, avoid excessively technical language or complex chemical processes.
Friendly interface, easy to use, can support English: With the business that employees are not IT people, then a system of HRM complex, multi-step manipulation will be very difficult to implement practically. It should therefore be preferred software:
- Has a simple interface, easy to understand, mobile support.
- Allows employees to manipulate as: please leave, update personal information, view pay table... with just a few clicks.
- Has a team of technical support English and understand professional management personnel in Vietnam.
Step 4. Deploy the system step by step training come
For the system to HRM operational efficiency, business can't “done is done” without the need to develop according to each stage has control. This process not only applies to software but also is to change the routine commissioning approach to hr management.
Starting with the foundation: record – Salary – attendance: This is the core module in any system of human resources management, as it reflects the three activities most essential: information storage, in recognition of the contribution and the calculation mode for the labor.
Start with this module brings two obvious benefits:
- Create background data consistency to the following: When all records, attendance – salary are located in a single system, businesses can reduce the synthesis time and eliminate errors between the departments.
- Easy to apply, quick effects: These are the three areas in which employees were already familiar daily manipulations help the process become familiar place more quickly raise the acceptance rate of change in the organization.
Coaching to change habits, use: many businesses fail when deployed systems HRM is due to consider this merely as “software for HR departments”. In fact, a system of HRM success must be the entire organization, from staff to management level with use.
Need to perform the steps of:
- Organization of training sessions, live tutorial videos, or documents to simplify for people to understand the benefits of the system.
- The bachelor clue internal support in the early stages to handle the problems that arise quickly.
- Take the use of the software HRM on internal rules (for example, leave only done through the system), aimed at promoting behavior change.
The set up process automatically report: When the business has to operate to smooth the business basics, this is the time to take advantage automation system that HRM bring:
- Set browser allows, update contracts, transfer of personnel, termination of labor... in the direction of “less paperwork, the most”.
- Connection systems HRM with email or app to receive alerts updates timely information for management.
The greatest benefit is reduced administrative load, increase transparency, standardized operation management, human resource in across the organization.
Step 5. Measure the effectiveness optimal constant
One of the common mistakes of business is for that system, HRM, just one-time investment. The actual, true value is only created when businesses know how to measure, evaluate continuous improvement in the process of operation.
Set KPI for HRM: No measurement, it can not improve. The business should define the performance index (KPI) associated with operation personnel management, such as:
- Recruitment time average for each location.
- Rate of employee by departments, or seniority.
- The rate of completion of training, the level of satisfaction internal.
Here not only is the index to measure HR, but also the “mirror reflection” health organization, helps leaders decisions more accurate.
Create reports, analyze data from HR: A system of human resources management is great not only store data but also help to harness data to give useful analysis:
- Trend analysis the holiday by age group, title, reason.
- Compare the cost of personnel between the parts.
- Track the rate of growth in employee productivity after training or policy changes, human resource management.
Of this analysis can be visually presented through charts, tables automatically send automatic cyclic help managers quickly understand the situation timely action.
Continuous improvements and updates: System HRM does not stand still that need to develop in parallel with the organization:
- When expanding business scale, need to update the organizational structure in the system.
- When internal policy changes, the system also needs to be updated respectively.
- When are the new requirements from the labor law, businesses need to ensure the software still meet the standard regulations.
In addition, the updated interface, user experience, or integrate additional features (such as performance management, OKRs) is a necessary step for the system to HRM is always a strategic tool, rather than just the administrative platform.
6. Solution HRM comprehensive from Vietnam SureHCS
If your business is looking for a solution HRM – Human Resources Management not only helps to manage employee information, but also support the comprehensive range of services from recruitment and training to performance reviews and development, human resources, it management software, human resources SureHCS privacy is the right option.
Developed by a team of experts with over 30 years of experience in the field of enterprise software, SureHCS bring to a system of HRM modern, flexible, easy to deploy to meet all your needs in human resource management at the business in Vietnam. From the digestive process to analyze hr data, SureHCS help you turn your hr department into a strategic partner in the growth journey of the organization.
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:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
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.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SIGN UP TO RECEIVE DEMO NOW
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
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- 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
In the era where humans are strategic assets of the organization, understanding the right investment for HRM – Human Resources Management not only is the choice that is vital for the sustainable development of the enterprise. A system of HRM effectiveness not only help standardize hr processes, optimize resources, but also to build the foundation for the work culture in modern mounted transparent. For Vietnamese enterprises are looking for solutions to problem management personnel, the deployment of a system of HRM is consistent step transformation from administration to strategic management. If you are starting this journey, let's start from the question: my Business need a HRM to solve the problem? Expectations to achieve what? When there are clear answers, HRM will no longer be academic concepts, which become practical tools to lead the way for growth.
Related questions
1. HR and HRM how different?
- HR (Human Resources) is the concept used to refer to parts or the person responsible for human resources in the organization, including tasks such as recruitment, training, timekeeping, payroll, labor relations/welfare.
- HRM (Human Resource Management) is the process of comprehensive management activities related to personnel, including planning, recruitment, development, evaluation, compensation, maintaining human resources in order to achieve the strategic objectives of the organization.
In other words, HR is the object (the person doing the work hr), also HRM is the management process that object a systematic strategy.
2. System human resource management, what to include?
System human resource management (HRM system) consists of the following key:
- Recruitment: Manage job posting, receiving, processing candidate profile.
- Attendance – payroll: automatic recognition of working time, leave, payroll, allowances.
- Contract labor: Management type of contract, the time limit, the terms related.
- Training – development: planning, organization evaluate the effectiveness of training staff.
- Performance evaluation: measurement track the results of work according to KPI or OKR.
- Management benefits – bonus: track mode, insurance, pension, bonus, penalty.
- Report analysis: Provide the report on hr, payroll, volatility, etc.
- Employee portal: Create communication channel internal lookup personal information, send the word.
System HRM modern typically integrates all the functions on one platform digitized only.
3. Phase HRM what is?
Phase HRM is the development time in the process of human resource management, reflecting the evolution from administration merely to strategic human resources development. Commonly divided into 4 main stages:
- Stages administrative (Administrative HR): Focus handle paperwork, payroll, timekeeping, and crafts.
- Stage functions (Functional HRM): starting divided according to functions such as recruitment, training, C&B.
- Stage strategy (Strategic HRM): Personnel participate in building strategy and associated objectives with organizational goals.
- Phase shift of (Digital HRM): apps technologies like AI, software, HRM, big data to personnel administration efficiency and improve the experience of employees.
Understand the stages of HRM help business positioning is the level of maturity of the system of personnel along the route improved fit.
