IB Business Management Unit 2: Human Resource Management 

Human resource management is the process of managing a company’s workforce to ensure the company is successful in meeting its goals. HRM’s role includes the control and management of factors such as employment terms and conditions, recruitment and training, and employee motivation.

Human Resource Management Planning

The employees hired by the Human Resource are responsible for producing products and services for a business.

In response to the shifting demand patterns and a dynamic external environment, both the quantity of personnel and the requisite skill levels of those employees are subject to change.

The capacity of a company to plan the requirements for its staff is a critical factor in determining the company’s level of success. Because it takes some time to find and train qualified candidates, businesses must first anticipate their needs for the near future as a foundation for their human resource strategy.

There are two sides of Human Resource Management, and all are significant in the planning process:

What Factors Influence Human Resource?

A particular occupation’s labor supply is the number of employees who are willing and able to work in that occupation for the salary offered. It varies from country to country, as well as region to area within each country influenced by the changing demographics of the population.

There are internal and external factors that affect the influence of human resource.

Internal Factors

• An analysis of the personnel, both in terms of its size and its capabilities, is part of the company’s strategic plan.
• Even if there is a possibility that labor may be replaced by automation in expanding businesses, it is likely that they will hire additional workers.
• Alterations to the nature of the firm’s activities, such as the introduction of additional overseas operations, will have an impact on the varieties and degrees of expertise required of its employees.
• A rise or decline in profitability will have an effect on the needed amount of workers, as well as the terms and conditions of employment.
• New management may cause more workforce turnover.

External Factors

• Changes in population have an effect on the availability of work.
• Alterations in population have a link to the shifts in societal norms and values.
• The nature of work itself as well as the abilities that are necessary for it have changed because of advances in technology.
• The amount of education and training someone has can have an effect on their occupational mobility.
• The attractiveness of places in terms of environment, climate, infrastructure, communications, and pay rates can have an effect on geographic mobility.
• The current state of the economy has a substantial influence on several aspects connected to the business cycle. Wages tend to decrease during economic downturns, while the number of available jobs tends to grow. During times of economic expansion, salary increases lead to an increase in the number of persons who are both willing and able to work.
• Laws and regulations pertaining to employment have an effect on the composition of a workforce.

Human Resource Management Recruitment Process 

Recruitment is the process of soliciting, vetting, and choosing eligible individuals to fill open positions in an organization.

The recruitment process is as follows:

• Create a job description for the position, outlining the nature of the responsibilities, tasks, and accountability, as well as the necessary competences and training.
• Prepare a job evaluation, which is an assessment of the value of the work in respect to other employment to ensure that the pay represents the job’s actual worth.
• Create a job description that includes the title, the objective of the position, the tasks, the authority, and the performance goals.
• Create a personnel profile that outlines the important and desired aspects of the individual who will be filling the position. These aspects should include the individual’s qualifications, experience, personality, and talents.
• Determine if it is better to look for the proper individual inside or elsewhere in order to fill the position.
• Determine the approach to use to attract candidates who meet the qualifications for the position, and then choose the right medium to advertise the opening.
• Make a decision on the interview and selection process that will be most suitable for the role.
• Make a decision on the testing and review processes.
• Check to see that all of the applicable legal responsibilities have been satisfied.

Human Resource and Management Training for Employees

The relevance of training and employee development has risen because of the increasing pressure placed on businesses to enhance performance in order to generate a competitive edge.

Induction Training

The purpose of the induction process is to orient newly hired personnel to the organization by providing background information on facets such as its values and goals.

In addition, it provides precise information on job tasks, as well as information that is useful in everyday life.

Internal Training

The trainee gains knowledge from experienced coworkers in the workplace. They do so by looking at how the workers do their jobs using real workplace equipment.

The trainee is helpful to the company since there is no need for them to travel, and their work is completed at the most appropriate moment, such as shortly before a task is complete.

External Training

The worker gets the opportunity to improve their professional capabilities by attending an educational institution not affiliated with the company.

Examples of this may be lectures and demos simulations, role-play, and simulation studies.

Cognitive Training

Cognitive training is different from other types of training in that it focuses on thinking and processing skills rather than specific occupational competencies.

This type of training often comprises of activities aimed to increase attention, visual and auditory processing, as well as listening and reading, with the ultimate goal of enhancing decision-making and productivity.

Behavioral Training

Training for employees’ interpersonal skills, including communication skills, dealing with change, assertiveness, negotiation skills, dispute resolution, presenting skills, and coaching abilities, are the primary emphasis of behavioral training.