PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

  Human Resource Management was an administrative function for many years until it evolved as more data driven and analytical to produce strategic contributions to organizational goals. Now, HRM is no more just an administrative operation but largely a strategic contributor in terms of managing the people of the organization at all levels in the best possible manner. What is Human Resource Analytics It can be defined as the process of gathering and analyzing Human Resource (HR) data to uplift the performance and growth of employees This is an initiative that produces evidence based and logical decisions in relation employees’ various aspects such as recruitment strategies, HR Planning, appraisals, trainings, benefits and pay packages. This method of data analysis takes data that is regularly collected by HR and connects it to HR and organizational objectives. HR analytics, also referred to as people analytics, workforce analytics, or talent analytics, involves gathering together,

Human Resource Management was a conventional concept and known only for clerical administration a decade ago (Head of Human Resources of a Leading UN Organization, 2023) . It became more logical and scientific with the entries of technology, data analysis and innovation. Nowadays, the Human Resource Management is very technical and strategic with the Inclusion of Human Resource Information Systems (HRIS). What is Human Resource Information System HRIS stands for Human Resources Information System, a technology based concept that stores and processes data related to employees of the organization. A human resource information system (HRIS) is software that provides a centralized repository of employee master data that the human resource management ( HRM ) group needs for completing core human resource ( core HR ) processes. An HRIS can help HR and organizations become more efficient through the use of technology (Kinza Yasar, 2022) . Basic Elements of an HRIS tool in the Current

Recently I posted an article on succession planning, its need, importance and challenges to an organization. In this article, let’s discuss about Compensation & Benefits in Human Resource Management and its impact to the success of an organization. Compensation and Benefits is a fundamental element of Human Resource Management. Employee Motivation and Retention is a dream if there is no fair and transparent compensation policy. Effective compensation planning ensures fairness, equity and motivation amongst the employees and creates a loyal workforce. Compensation and benefits refer to the compensation/salary and other monetary and non-monetary benefits passed on by a firm to its employees in return for their services. Compensation and benefits is an important aspect of HRM as it helps to keep the workforce motivated are the most important hygiene factors. It helps give benefits to employees based on their performance and actions and brings the best out the employees at workplac

I had outlined the importance of Learning and Development in an organization and the principles of L&D for better outcomes in my previous blog article. Why do organizations invest in trainings, learning activities and development initiatives? The answer is simply to improve performance and also to develop existing employees for future demands of the organization. This is why Succession Planning enters in to the strategies of an organization. Succession Planning in an Organizational Context Succession planning is a strategic way of developing skill set and expertise in employees to replace executives, leaderships players or other key employees when they move to another role, resign, retire or become unavailable. It is applicable to any organizations, from the largest to the smallest, in both profit oriented and non-profit oriented sectors. Succession planning is the process an organization uses to ensure every critical position is occupied by an employee with the right skills