7 Key Concepts of Human Resource Management

Human resource management (HRM) is an important part of almost every business and organization. Not only do human resources professionals take on the heavy responsibility of changing employment laws and insurance policies, but they must also act as liaisons between management and employees, as well as advocates for employees. 

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Participating in a career in human resource management helps you understand all aspects of the job. Read on to understand what HR management is and see occupations, skills, and trends related to the field. If you are looking for quality human resource management courses in Dubai, you can always turn to us for the best curriculum and training. 

Employee Engagement 

Employee engagement sounds simple, but it’s a pretty complicated term that doesn’t just involve activities, games, etc. In fact, it drives the performance of the organization. Dedicated employees will look at the entire organization and understand its goals and how they fit into the overall plan to make better decisions. If the number of employees is large, the organization does a better job than its competitors. The most important factor in the growth and innovation of employee engagement. 

Attrition

It is said that attrition in HRM is a voluntary or involuntary reduction of the number of employees of the company due to resignation, retirement, death, dismissal, etc. In all businesses, there will always be a certain degree of attrition, but the high attrition rate will cause many problems, such as lack of resources, and increased workload of existing employees. 

The human resource management department strives to retain and keep the employee satisfaction rate high and employee turnover rate low by implementing effective company compensation, enthusiasm, and a strong company culture.

Employee Turnover

Employee turnover rate refers to departure of employees within a defined period of time, the company being replaced by new employees. Measuring employee turnover can help organizations that want to understand the reasons behind this and estimate the hiring costs required for the overall plan of the organization.

JD-R model (Job Demand-Resource model) 

The job demand-resource model is a model that explores employee happiness and is used to stimulate employee engagement. Many organizations use it to predict employee engagement and job burnout. The model divides working conditions into two parts: 

  • work needs 
  • work resources/enthusiasm

The model actually says that when work needs are high and resources are low, employees may experience increased stress and burnout. However, if job demands are high and resources abundant, this will lead to higher job performance and commitment. Work needs are the physical, social or emotional characteristics of the work, such as time, work pressure, relationships with other people in the organization, and work resources are organizational or social factors that allow employees to reduce pressure and achieve the work goals. 

Employee Experience 

Employee experience is the experience of the organization’s employees in their physical environment, social relationships, and work to be done. HRM professionals can help align the employee experience with the company’s purpose, brand, and culture, so that all interactions with employees are real, thereby increasing employee enthusiasm and professionalism, thereby enhancing the performance of the company. 

360-Degree Feedback 

360-degree feedback, also known as multi-rate feedback, is a process in which employees receive anonymous feedback from all staff, such as reports to managers, teammates, direct reports, etc. These people fill out an anonymous online comment form to ask questions about key areas of the workplace. The table contains questions measured on a rating scale and the evaluator also has some written comments. Giving developmental feedback is helpful for all employees because it helps to understand their personality from an outsider’s perspective and also helps to understand developmental needs. The benefits to the organization include that the professional development needs of the employees are determined and training can be implemented. 

Performance Management 

The role of performance management in human resource management is very important as it involves managing employee performance in line with the overall business objectives of the organization. 

The rewards practice is a form of reward or benefit for top performing employees, and is widely used in leading organizations. If implemented correctly, these organizations can improve employee motivation and productivity. 

These are the key concepts that you’ll learn once you opt for quality human resource management courses in Dubai. If you want to build your career in HRM and looking for such courses, you can always connect with us for the best courses and training. 

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