Human Resource Management or HRM is an approach of managing people in an organization keeping a framework of strategic alliance and the organizational objectives and targets. It is a function which is approaching the boardroom and a decisive decision maker in an organization. The role of HR is transcending the traditional transaction role to analytical and change management propagators who empathize with employees to be able to justify employee developmental and satisfactory needs and requirements. It is a systematic approach to people building initiatives in organizations. The functions like recruitment, selection, and employee life cycle management are the prime most work or functional roles that a Human Resources officer performs.
Human Resource Management or HRM is an approach of managing people in an organization keeping a framework of strategic alliance and the organizational objectives and targets.
The other technical areas of expertise that a HR prospective career specialist can undertake is training and development, compensation management , benefits administration , performance appraisal and feedback , and Industrial relations.
The PGDM program with specialization in Human Resources Management enables a student to explore the different domains of the business world like finance , strategist,marketing etc with in depth understanding of the HR profession.
| Activity | Description |
|---|---|
| Requirements Mapping of Employees | Identifying and mapping the skills and qualifications required for various positions within the organization. |
| Selection of Candidates | Conducting recruitment processes to select qualified candidates for open positions. |
| Training and Career Mapping | Providing training programs and mapping career paths for employee development and advancement. |
| Role Development | Defining and developing roles and responsibilities for employees based on organizational needs. |
| Compensation Alignment with Business Objectives | Ensuring that employee compensation is aligned with the overall business objectives and strategy. |
| Employee Orientation and Induction | Introducing new employees to the organization, its policies, and facilitating a smooth integration into the workplace. |
| Performance Management Cycle | Implementing processes to manage and evaluate employee performance, including goal setting and performance reviews. |
| Workforce and Manpower Planning | Planning and managing the workforce to ensure optimal staffing levels and skill sets for organizational needs. |
| Grievance Handling | Addressing and resolving employee grievances and concerns in a fair and timely manner. |
| Conducting Climate Surveys | Evaluating the overall work environment and employee satisfaction through surveys and feedback. |
| Conflict Resolution between Management and Workers | Mediating and resolving conflicts between management and employees to maintain a positive working relationship. |
| Safety and Health Issues of Employees | Ensuring the safety and well-being of employees by implementing health and safety measures. |
| Provide a Better Working Environment to Employees | Creating and maintaining a positive and conducive working environment for all employees. |
Any organization would be considered incomplete without the face of the organization that is the human resources division.
PGDM in HR up-skills you to be an efficient HR manager , counsellor and change enthusiast. The consolidation or adaptation of the employee to the organizational culture is a very important aspect for an effective Human Resource personnel to intervene in organizational development activities . An effective employee would be able to contribute to overall organizational health.
Thus the role of Human Resources in an organization was discussed in above section of the blog so as to motivate students who are interested in joining a “strategic” role of an HR Officer.The students opting for HR role can opt for a Generalist role to a Specialist role in their career depending on the focus of their current career aspirations.
The next section discusses this in detail with an insight into HR Analytics as an upcoming role
| Job Profile | Prime Responsibilities |
|---|---|
| Training and Development Manager | The onus of training and development of employees, including competency mapping and career path development. |
| IT Recruitment Specialist | Responsibility for selecting and searching the best candidates for IT roles. Conducts manpower planning and workforce gap analysis. |
| HR Specialist Global | Manages global interfaces of the organization, including international HR responsibilities. Handles policy-making, compensation administration, cultural adaptation, etc. |
| Compensation Manager | Develops competitive compensation packages with fringe benefits, allowances, and benefits to attract and motivate employees. |
The role of HR being so significant as discussed in earlier sections of the blog makes its presence almost inevitable in all business verticals.
The role of HR has major growth prospects and the best part is , it is not limited to any one industry or company. It being a critical people activity , the role of HR is prevalent in all organizations irrespective of businesses.
The scope of HR in business verticals like Information Technology (IT),Manufacturing, E-commerce,Logistics, Consultancy, Education,Research and Development , Banking , Hotel etc are some of the significant businesses /domains in current times.
HR as discussed has moved out from a transaction role to a transformation role.As a result the HR aspirants need to develop a certain skill set that makes them capable of understanding and exploring change management initiatives through an analyst role.
An HR analyst would act like a doctor to diagnose the issues and concerns of employees and conduct rational analysis to identify the root cause problems, thereafter deploying implementable solutions.
Thus, a knowledge of data science methodology to indulge in analytical practices in an organization can provide scope for descriptive and predictive analytics on people related issues thus providing an inlet into impending problems and opportunities in a business.Knowledge of analytical tools like Tableau, Power BI and Python could be a booster to a career in HR.
Many Management colleges have been providing this specialization in courses today as an offering like Lloyd Business School , which offers Analytics as a choice of elective subject in the PGDM-HR program.The role of an HR specialist in an organization is to understand people and devise creative solutions to people management initiatives for which a PGDM-HR program could be truly required and essential…!
Prof. Neetu KamraAssistant Professor,Lloyd Business School
