8.1 Achieving High Performance through Human Resources Management
4 min read•june 18, 2024
is a crucial process for organizations to effectively manage their workforce. From to , HR professionals navigate a series of steps to attract, develop, and retain top talent.
Strategic HR planning aligns workforce needs with organizational goals. By forecasting future requirements and analyzing current capabilities, companies can create targeted strategies for , training, and to support long-term success.
Human Resource Management Process
Steps in HR management process
Top images from around the web for Steps in HR management process
Functions of Human Resources Management | Human Resources Management View original
Is this image relevant?
Achieving High Performance through Human Resources Management | OpenStax Intro to Business View original
Is this image relevant?
Employee Selection | OpenStax Intro to Business View original
Is this image relevant?
Functions of Human Resources Management | Human Resources Management View original
Is this image relevant?
Achieving High Performance through Human Resources Management | OpenStax Intro to Business View original
Is this image relevant?
1 of 3
Top images from around the web for Steps in HR management process
Functions of Human Resources Management | Human Resources Management View original
Is this image relevant?
Achieving High Performance through Human Resources Management | OpenStax Intro to Business View original
Is this image relevant?
Employee Selection | OpenStax Intro to Business View original
Is this image relevant?
Functions of Human Resources Management | Human Resources Management View original
Is this image relevant?
Achieving High Performance through Human Resources Management | OpenStax Intro to Business View original
Is this image relevant?
1 of 3
- involves gathering and analyzing information about the tasks, responsibilities, and context of a job to determine the knowledge, skills, and abilities required for successful performance
- forecasts future human resource needs based on organizational goals and strategies, identifying gaps between the current workforce and future requirements
- Recruitment attracts qualified candidates for open positions using various methods such as job postings (online job boards), employee referrals, and job fairs (campus recruiting events)
- Selection screens and evaluates candidates using resumes, interviews (behavioral and situational), and assessments (personality tests) to choose the most suitable candidate based on job requirements and organizational fit
- Orientation and introduces new employees to the organization's culture, policies, and procedures, providing initial training and support to help new hires adapt to their roles (mentoring programs)
- Training and development provides ongoing learning opportunities (workshops, e-learning) to enhance employee skills and knowledge, supporting career growth and preparing employees for future roles within the organization ()
- sets performance goals and expectations, monitoring and evaluating employee performance through regular feedback and appraisals ()
- Compensation and designs and administers pay structures () and incentive programs (bonuses), offering a competitive benefits package (health insurance, retirement plans) to attract and retain employees
Human Resource Planning and Forecasting
Determining organizational HR needs
- Analyzing organizational goals and strategies identifies the skills and expertise needed to achieve short-term and long-term objectives, considering factors such as market trends (), technological advancements (), and competitive landscape (industry benchmarks)
- Assessing the current workforce evaluates the skills, knowledge, and demographics of existing employees, identifying potential skill gaps (digital literacy) and areas for improvement (leadership development)
- Forecasting future workforce requirements estimates the number and types of positions needed based on projected growth or changes, considering factors such as employee turnover (), retirements, and promotions ()
- Developing a human resource plan creates strategies to address identified gaps between current and future workforce needs, establishing timelines and budgets for recruitment (), training, and development initiatives ( programs)
- Implementing talent management strategies to attract, develop, and retain high-performing employees, aligning individual career aspirations with organizational goals
Job Analysis and Descriptions
Components of job descriptions
- Job title and department clearly identify the position and its place within the organizational structure (Marketing Manager, Sales Department)
- Reporting relationships and supervisory responsibilities outline the position's place in the hierarchy and any direct reports (reports to Director of Marketing, supervises Marketing Coordinators)
- Job summary or purpose provides a brief overview of the position's main objectives and contributions to the organization (develop and execute marketing strategies to promote products and services)
- Essential duties and responsibilities list the primary tasks and accountabilities of the position (conduct market research, create marketing plans, manage social media presence)
- Working conditions and physical demands describe the work environment and any specific physical requirements (office environment with occasional travel to client sites, ability to lift up to 25 pounds)
- Education and experience requirements specify the minimum qualifications needed for the position (Bachelor's degree in marketing, business, or related field; 5+ years of marketing experience, preferably in a similar industry)
- Required skills, knowledge, and abilities outline the essential competencies for success in the role (strong analytical, communication, and project management skills)
- Preferred qualifications or certifications list additional desirable qualifications that enhance a candidate's suitability (MBA or relevant professional certification, proficiency in Adobe Creative Suite)
- Personal attributes and competencies describe the soft skills and traits that align with the organization's culture and values (creativity, adaptability, teamwork)
Strategic Human Resource Management
Key elements of strategic HRM
- Aligning HR practices with organizational goals to support business strategy and drive performance
- Fostering a strong that promotes and supports the company's mission and values
- Implementing initiatives to create a more inclusive workplace and leverage diverse perspectives
- Ensuring compliance with and regulations to mitigate legal risks and maintain ethical business practices
- Promoting through flexible work arrangements and wellness programs to enhance employee satisfaction and productivity
- Developing comprehensive programs to support continuous learning and career growth within the organization
Key Terms to Review (49)
360-degree Feedback: 360-degree feedback is a performance appraisal method that involves gathering feedback about an employee's performance from multiple sources, including supervisors, peers, subordinates, and sometimes even customers or clients. This comprehensive approach provides a well-rounded view of an individual's strengths, weaknesses, and overall performance within an organization.
Absenteeism: Absenteeism refers to the habitual or frequent absence of employees from the workplace, which can have significant implications for an organization's productivity, efficiency, and overall performance. This term is particularly relevant in the context of human resources management and performance planning and evaluation.
Alcon Labs: Alcon Labs is a global medical company specializing in eye care products, including surgical equipment and devices, contact lenses, and other vision care products. It plays a pivotal role in the healthcare sector by focusing on innovative solutions for eye health.
Aon Hewitt: Aon Hewitt is a global professional services firm that provides a wide range of human resource, retirement, and health consulting services. It helps organizations manage their workforce effectively by designing, implementing, and operating human capital solutions.
Attrition Rates: Attrition rates refer to the percentage of employees who leave an organization over a given period of time. It is a critical metric in human resources management, as high attrition rates can indicate issues with employee retention and negatively impact an organization's productivity and profitability.
Automation: Automation refers to the use of technology and systems to perform tasks with minimal human intervention. This process improves efficiency, reduces errors, and enhances productivity in various sectors, including manufacturing, services, and management. By integrating automation into business processes, organizations can streamline operations and focus on strategic activities rather than routine tasks.
Benefits: Benefits refer to the non-wage compensation and perks provided by an employer to their employees, which can include health insurance, retirement plans, paid time off, and other valuable offerings. These benefits are designed to attract, retain, and motivate employees, as well as promote overall employee well-being and satisfaction.
Best Buy: In the context of human resources management, "Best Buy" refers to the optimal combination of recruitment, training, and employee benefits that leads to the highest level of performance and satisfaction among employees. This strategy enables an organization to effectively manage its human resources while achieving superior business results.
CBS: CBS, an American commercial broadcast television and radio network, plays a significant role in advertising and marketing strategies within the realm of human resource management and labor relations. It offers a platform for businesses to reach vast audiences, thereby influencing trends in employment branding and recruitment advertising.
Compensation: Compensation refers to the total rewards provided to employees in exchange for their work and contributions to an organization. It encompasses not only the monetary aspects like salaries and wages, but also benefits, incentives, and other non-cash rewards that aim to attract, motivate, and retain talented employees.
Competitive advantage: Competitive advantage is a condition that enables a company to operate in a more efficient or otherwise higher-quality manner than the companies it competes with, which results in benefits accruing to that company. It often arises from leveraging unique attributes or capabilities to achieve better performance in the market.
Contingent worker: A contingent worker is an individual who provides services to an organization under a non-permanent or non-traditional employment arrangement. They may work on a contractual, temporary, freelance, or part-time basis, differing from regular employees in the lack of long-term commitment from either side.
Digitalization: Digitalization is the process of integrating digital technologies into various aspects of an organization or industry, transforming how business is conducted and value is created. It involves the use of digital tools, data, and automation to streamline operations, enhance decision-making, and improve overall performance.
Diversity and Inclusion: Diversity and inclusion refer to the practice of creating and fostering a work environment that values and embraces individuals with different backgrounds, experiences, and perspectives. It is a critical component of effective human resources management, as it promotes high performance by harnessing the unique strengths and contributions of a diverse workforce.
Employee Development: Employee development refers to the process of enhancing an individual's skills, knowledge, and abilities to improve their job performance and contribute more effectively to the organization's goals. It is a crucial component of human resource management that aims to unlock the full potential of employees and prepare them for future responsibilities.
Employee Engagement: Employee engagement refers to the level of emotional commitment, motivation, and dedication an employee has towards their work and the organization they are a part of. It encompasses the employee's sense of purpose, job satisfaction, and willingness to go above and beyond their job responsibilities to contribute to the company's success.
Employee Retention: Employee retention refers to the ability of an organization to keep its employees, minimizing turnover and maintaining a stable workforce. It is a critical aspect of human resource management, as retaining talented and skilled employees is essential for achieving high performance and organizational success.
Fidelity Investments: Fidelity Investments is a multinational financial services corporation based in Boston, Massachusetts, known for providing a wide range of investment management services including mutual funds, pension management, and fund platforms. It plays a significant role in human resources and labor relations by offering retirement plans and other financial benefits that companies can integrate into their promotion strategies to attract and retain top talent.
Herzberg's Two-Factor Theory: Herzberg's Two-Factor Theory is a motivational theory developed by psychologist Frederick Herzberg that explains how certain factors in the workplace can either motivate or demotivate employees. The theory proposes that there are two distinct sets of factors that influence job satisfaction and performance.
Human resource (HR) management: Human Resource Management is the strategic approach to effectively managing people in an organization, so they help the business gain a competitive advantage. It involves recruiting, hiring, training, and evaluating employees, along with handling employee-benefit programs.
Human Resource Management: Human Resource Management (HRM) is the strategic and comprehensive approach to managing the people who work in an organization. It involves the policies, practices, and systems that influence employees' behavior, performance, and development to achieve organizational goals.
Human resource planning: Human resource planning is the process of identifying current and future human resources needs to achieve an organization's goals. It involves forecasting staffing requirements, assessing available workforce skills, and developing strategies to match personnel with organizational demands.
Human Resource Planning: Human resource planning is the process of analyzing an organization's workforce needs and developing strategies to ensure the right number of employees with the necessary skills are available when required. It involves forecasting future staffing requirements and implementing plans to meet those needs, aligning human resources with the overall business objectives.
Internal mobility: Internal mobility refers to the movement of employees within an organization, whether through promotions, lateral transfers, or reassignments. This concept plays a critical role in human resource management as it helps in retaining talent, enhancing employee satisfaction, and aligning workforce skills with organizational needs. By facilitating internal mobility, organizations can create a more dynamic and adaptable workforce, which is essential for achieving high performance.
Jacobs Engineering Group: Jacobs Engineering Group is a global company that provides technical, professional, and construction services. It operates in diverse industries including aerospace, technology, environmental, and energy sectors, focusing on project management and engineering solutions.
JetBlue: JetBlue Airways Corporation is an American low-cost airline that combines competitive fares with a focus on quality customer service and innovation in its human resources practices. It is often highlighted in discussions of human resource management for its distinctive approach to employee relations and benefits, which aligns with modern trends in the sector.
Job analysis: Job analysis is the process of gathering, documenting, and analyzing information about a job to identify the skills, duties, and knowledge it requires. It serves as a foundation for creating job descriptions, setting salary levels, and designing training programs.
Job Analysis: Job analysis is the systematic process of gathering and analyzing information about the tasks, responsibilities, and requirements of a specific job. It is a critical component of human resources management, as it provides the foundation for various HR functions, including employee selection, training, and performance evaluation.
Job description: A job description is a formal document that outlines the specific duties, responsibilities, and qualifications required for a particular position within an organization. It serves as a foundational element in the recruitment process and guides both employers and candidates in understanding what is expected from the role.
Job specification: A job specification outlines the qualifications, skills, education, and experience required for a specific position within an organization. It serves as a detailed description that helps both employers and potential candidates understand what is expected from someone in the role.
Labor Laws: Labor laws are a set of regulations and statutes that govern the relationship between employers and employees, establishing rights, responsibilities, and protections for workers. These laws are crucial in the context of human resources management, as they shape the policies and practices organizations must adhere to in order to maintain a productive and compliant workforce.
Maslow's Hierarchy of Needs: Maslow's Hierarchy of Needs is a theory of motivation proposed by psychologist Abraham Maslow. It suggests that individuals are motivated by five basic categories of needs, arranged in a hierarchical order from the most fundamental physiological needs to the highest level of self-actualization.
Onboarding: Onboarding is the process of integrating a new employee into an organization, providing them with the necessary information, resources, and training to become productive and successful in their role. It is a critical aspect of human resources management, employee recruitment, and employee selection, as it helps ensure a smooth transition for the new hire and sets them up for long-term success within the company.
Oracle/PeopleSoft: Oracle/PeopleSoft is a comprehensive suite of business applications designed to help organizations manage various aspects of human resources, finance, supply chain, and customer relationship management. It includes tools for managing payroll, benefits, recruiting, and learning within an integrated framework.
Organizational Culture: Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that characterize the unique environment within an organization. It shapes how members of the organization interact with each other and with external stakeholders, and it influences the way decisions are made and work is carried out.
Performance Management: Performance management is the continuous process of identifying, measuring, and developing the performance of individuals and teams to achieve organizational goals. It involves aligning employee efforts and behaviors with the strategic objectives of the organization, and providing feedback and support to enhance their productivity and growth.
Presenteeism: Presenteeism refers to the phenomenon where employees come to work despite being ill or not fully productive, often due to factors such as pressure, lack of sick leave, or a perceived need to demonstrate commitment. This concept is particularly relevant in the context of achieving high performance through human resources management.
Recruitment: Recruitment is the process of identifying, attracting, and selecting individuals to fill job openings within an organization. It is a critical function of human resources management that aims to build a talented and diverse workforce capable of achieving high performance.
Salary Ranges: Salary ranges refer to the minimum and maximum compensation levels established for a specific job or position within an organization. These ranges are typically determined by factors such as the job's responsibilities, required skills and qualifications, market rates, and the organization's budget and compensation policies.
Service Employees International Union: The Service Employees International Union is a labor union representing around 2 million workers in healthcare, public services, and property services in the United States, Canada, and Puerto Rico. It focuses on organizing workers to provide stronger representation in negotiations for wages, benefits, and working conditions.
Succession planning: Succession planning is a strategic process in businesses for identifying and developing new leaders who can replace old leaders when they leave, retire or pass away. It ensures that businesses continue to operate efficiently without interruption by having a plan for leadership transitions.
Succession Planning: Succession planning is the process of identifying and developing internal employees with the potential to fill key leadership positions in an organization. It ensures the continued effective performance of an organization by making provisions for the replacement of key people over time.
Talent Acquisition: Talent acquisition is the process of identifying, attracting, and hiring qualified individuals to fill specific roles within an organization. It is a strategic approach to building a high-performing workforce that aligns with the organization's goals and objectives.
Talent Management: Talent management is the process of attracting, developing, and retaining skilled and high-performing individuals within an organization. It is a strategic approach to ensuring that a company has the right people, with the right skills, in the right roles, to achieve its business objectives.
Unemployment Compensation Commission: The Unemployment Compensation Commission is a government agency responsible for administering unemployment insurance programs, providing financial assistance to eligible workers who lose their jobs through no fault of their own. It helps maintain economic stability by supporting unemployed workers during their job search.
United States Postal Service: The United States Postal Service is an independent agency of the executive branch of the United States federal government responsible for providing postal service in the United States, including its insular areas and associated states. It plays a crucial role in human resources and labor relations by being one of the largest employers in the country, with a workforce that includes both career employees and non-career contingent workers.
Upskilling: Upskilling refers to the process of acquiring new skills or enhancing existing ones to adapt to changing job requirements and technological advancements. It is a crucial strategy for individuals and organizations to maintain competitiveness and stay relevant in the evolving business landscape.
Work-Life Balance: Work-life balance refers to the equilibrium an individual maintains between the time and energy devoted to professional responsibilities and personal/family commitments. It is a state of being where one is able to effectively manage the demands of their job alongside the needs and interests of their private life.
Workforce Solutions: Workforce solutions encompass the strategies and services aimed at optimizing human resource management and labor relations within an organization. They involve recruiting, training, managing, and retaining employees to meet current and future business needs.