Human Resource Management

1) Human Resource Management - is the utilization of human resources to achieve organizational
objectives. I have come to recognize that this is the most fundamental and important part of HRM is to
understand the function of it. The inner workings of HRM is run by the HR manager, who is an individual
works with other managers to help them deal with personnel needs of the organization. The Human
Resource Manager is primarily responsible for coordinating the management to help achieve an
organizations goals. They are the key to the organizations success, by hiring the right personnel for a
specific job, they effect the total output and production needed to reach the goals set by the organization.

2) Human Resource Management Functions - There are six areas in which the HR manager works: human
resource planning, recruitment, and selection; human resource development; compensation and benefits;
safety and health; employee and labor relations; and human resource research. Human resource planning is
the process of reviewing the human resource requirements to ensure that the required numbers of
employees, with the required skills, are available when needed. Recruitment is the process of attracting
individuals to apply for jobs with the organization. Selection is the process though which the organization
chooses, from a group of applicants, those best suited for the open positions and the company. HR
development helps individuals, groups, and the entire organization become more effective. Compensation
and Benefits is the system that provides employees with adequate and equitable rewards for their
contributions to meeting organizational goals.( pay, vacation, sick leav!
e, holidays, and medical insurance) Safety involves protecting employees from injuries caused by work
related accidents. Health refers to the physical and mental well being of the employee. Employee and
labor relations refers to the way they negotiate with the employees, and the unions that they belong to. HR
Research is the function in which the entire organization work environment is the researcher\'s laboratory.
They research every aspect of the company\'s inner workings to make sure they are doing their best to
achieve the goals set. I have seen the inner workings of this part of HRM first hand at my job. The
company I work for has grown at a rapid rate within the past three years and if it were not for the HR
manager and the use of these functions they would have never achieved the goals that were set when the
company first opened for business.

3) Recruitment is the process of attracting individuals on a timely basis; in sufficient numbers, and with
appropriate qualifications, and encouraging them to apply for jobs with an organization.
Employee requisition is a document that specifies job titles, department, the date the employees is needed
for work, and other details.

The next step in the recruitment process is to determine whether qualified employees are available within
the firm or must be recruited from external sources, such as colleges, universities and other organizations.
Recruitment sources are places where qualified individuals can be found.
Recruitment methods are the specific means by which potential employees can be attracted to the firm.
Alternatives to recruitment commonly include overtime, subcontracting, contingent workers, and employee
leasing.
Overtime is the most commonly used method of meeting short-term fluctuations in work volume.
Subcontracting approach has particular appeal when the subcontractor actually has greater expertise in
producing certain goods or services.
Contingent Workers ( part timers, temporaries) comprise the fastest growing segment of the U.S. economy.
Employee Leasing a firm formally terminates some or most of it\'s employees. A leasing company hires
these employees then leases them back to the company who then becomes the client.

External Environment of Recruitment
Local labor market conditions are of primary importance in recruitment for most nonmanagerial, many
supervisory, and even some middle-management positions. Legal considerations also play a significant
role in recruitment practices.
The firm\'s corporate image is another factor that affects recruitment.

Internal Environment of Recruitment
The organizations\' own practices and policies also affect recruitment. Recruitment is Human Resource
Planning. An organization\'s promotion policy can also have a significant impact on recruitment.
Promotion from within (PFW) is the policy of filling vacancies above entry-level positions with current
employees.
Policies relate to the employment of relatives may also affect recruitment efforts.

Methods Used In Internal Recruitment
Management and skills inventories permit organizations to determine whether current