Difference between revisions of "Human resource management"
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==Definition== | ==Definition== | ||
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== Summary== | == Summary== | ||
| − | Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of | + | Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel. |
== Description == | == Description == | ||
| − | Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees | + | Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees [2]. |
Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel. An example on how the HRD Department of an NPP operating organization works together with line managers to anticipate plant staffing needs is given in Appendix XXVII of [1]. In this reference, further examples on human resource and succession planning in nuclear operating facilities can be found in the appendices. | Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel. An example on how the HRD Department of an NPP operating organization works together with line managers to anticipate plant staffing needs is given in Appendix XXVII of [1]. In this reference, further examples on human resource and succession planning in nuclear operating facilities can be found in the appendices. | ||
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* Comprehensive [[Workforce planning|workforce planning]]; | * Comprehensive [[Workforce planning|workforce planning]]; | ||
* [[Succession planning]]; | * [[Succession planning]]; | ||
| − | * | + | * Risk assessments to identify potential knowledge loss; |
* Exit or elicitation [[Interview|interviews]] to [[Capture|capture knowledge]]; and | * Exit or elicitation [[Interview|interviews]] to [[Capture|capture knowledge]]; and | ||
* Talent management ([[Recruitment|recruiting]] and [[Human resource development|employee development programmes]]). | * Talent management ([[Recruitment|recruiting]] and [[Human resource development|employee development programmes]]). | ||
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[1] INTERNATIONAL ATOMIC ENERGY AGENCY, [http://www-pub.iaea.org/MTCD/Publications/PDF/te_1510_web.pdf Knowledge Management for Nuclear Industry Operating Organizations], IAEA TECDOC Series No.1510, October 2006, | [1] INTERNATIONAL ATOMIC ENERGY AGENCY, [http://www-pub.iaea.org/MTCD/Publications/PDF/te_1510_web.pdf Knowledge Management for Nuclear Industry Operating Organizations], IAEA TECDOC Series No.1510, October 2006, | ||
| − | [2] | + | [2] Wikipedia, http://en.wikipedia.org/wiki/Human_resource_management Wikipedia |
==Related articles== | ==Related articles== | ||
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[[Workforce planning]] | [[Workforce planning]] | ||
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[[Training]] | [[Training]] | ||
| − | [[ | + | [[Competency management]] |
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| − | [[Category: | + | [[Category:Human resource management]] |
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Latest revision as of 08:47, 5 February 2016
Definition
The management of an organization's workforce. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws
Summary
Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel.
Description
Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees [2].
Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel. An example on how the HRD Department of an NPP operating organization works together with line managers to anticipate plant staffing needs is given in Appendix XXVII of [1]. In this reference, further examples on human resource and succession planning in nuclear operating facilities can be found in the appendices.
Competitive companies recognize knowledge and thereby the knowledge worker as an asset to be valued and managed. Ensuring that adequate numbers of qualified knowledge workers are available at the right time and in the right place, effective human resource processes and policies are necessary which may include
- Comprehensive workforce planning;
- Succession planning;
- Risk assessments to identify potential knowledge loss;
- Exit or elicitation interviews to capture knowledge; and
- Talent management (recruiting and employee development programmes).
References
[1] INTERNATIONAL ATOMIC ENERGY AGENCY, Knowledge Management for Nuclear Industry Operating Organizations, IAEA TECDOC Series No.1510, October 2006,
[2] Wikipedia, http://en.wikipedia.org/wiki/Human_resource_management Wikipedia
