Human Resources Management is, to put it simply, the management of the workforce in an organisation. Human Resources Management encompasses the administration, management and direction of the workforce, from the beginning of the employment relationship, to the end. Human Resources Management covers areas including, recruitment (everything from creating job descriptions, to interviewing candidates and carrying out pre-employment checks), learning and development strategies, contract administration (e.g changes to employment contracts, terms and conditions) and employee relations. Employee relations can involve anything from mediation to formal disciplinary and grievance hearings and capability procedures.
In Human Resources Management, the HR Manager is a key role in the department. Depending on the size of the organisation the HR manager can have either a strategic role, or a more operational and hands on role in the business. The HR Manager will ensure that the department runs smoothly, that practices adhere to employment law and legal guidelines, and that employees are engaged and motivated within their jobs. When there are problems within the employment relationship, the HR Manager will seek to resolve these in the best way possible for both the employee and the business. This may involve managing employee misconduct or managing poor performance, either through informal channels or following the organisation’s Disciplinary or Capability policy.
To work in Human Resources Management, an HR Manager would usually need a degree level qualification, and most organisations would expect the HR Manager to have qualification recognised by the CIPD. The CIPD is the Chartered Institute of Personnel and Development, and is the professional body that governs HR good practice.
When working at a strategic level in Human Resources Management, an organisation will look to the HR department, to support the organisations long term business goals and aims, by employing the correct workforce, and managing the workforce in a way which increases productivity and employee engagement. In order to do this, there may be strategies in place connected to Human Resources Management such as, an employee reward strategy, employment relations strategies and recruitment planning or internal succession planning strategies. Succession planning strategies may also include strategies for training and development for individuals and whole departments.