Human Resource Management

Introduction

Human Resources Applies to Any Size of Organization
Human Resource Guidelines Apply to For-Profits and Nonprofits
Clarifying Some Terms — Human Resource Management, Human Resources, HRD, Talent Management

Field and Roles of Human Resources and Talent Management

Another Look at Definitions
Role of Human Resources Function in Organizations
Challenges Facing Human Resources Function
Future of Human Resources Function
Talent Management — New Movement in Human Resources

Major Functions of Human Resources and Talent Management

Getting the Best Employees
Paying Employees (and Providing Benefits)
Training Employees
Ensuring Compliance to Regulations
Ensuring Fair, Safe and Equitable Work Environments
Sustaining High-Performing Employees
Nonprofit Human Resources

General Resources About Human Resources

General Resources About Human Resources
Some Blogs About Human Resources

Also see
Related Library Topics

Also See the Library’s Blogs Related to this Topic

In addition to the articles on this current page, also see the following blogs that have posts related to this topic. Scan down the blog’s page to see various posts. Also see the section “Recent Blog Posts” in the sidebar of the blog or click on “next” near the bottom of a post in the blog. The blog also links to numerous free related resources.

Library’s Career Management Blog
Library’s Human Resources Blog

Introduction
Human Resources Applies to Any Size of Organization

This Topic Applies to Any Size of Organization

All organizations have people — they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives — and thrives — because of the capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources — or has no formal name for those activities at all.

Those activities are the responsibility of all people in the organization. Thus, members of organizations, regardless of size or resources, will benefit from using the resources referenced from this topic.

Human Resource Guidelines Apply to For-Profits and Nonprofits

These Human Resource Guidelines Apply to For-Profits and Nonprofits

The vast majority of resources in this topic apply to nonprofits as well as for-profits. There’s a misconception that there is a big difference in managing human resources in for-profit versus nonprofit organizations. Actually, they should managed similarly. Nonprofits often have unpaid human resources (volunteers), but we’re learning that volunteers should be managed much like employees — it’s just that they’re not compensated with money; they’re compensated in other ways. Managing volunteers is very similar to paid staff — their roles should be carefully specified, they should be recruited carefully, they should be oriented and trained, they should be organized into appropriate teams or with suitable supervisors, they should be delegated to, their performance should be monitored, performance issues should be addressed, and they should be rewarded for their performance. Also, organizations should consider the risks and liabilities that can occur with volunteers, much like with employees. So nonprofit organizations should consider the resources in this topic as well.

Clarifying Some Terms — Human Resource Management, Human Resources, HRD, Talent Management

The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility forhuman resources — for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can’t yet afford part- or full-time help. However, they should always ensure that employees have — and are aware of — personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

Some people distinguish a difference between HRM and Human Resource Development (HRD), a profession. Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, e.g., career development, training, organization development, etc.

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the “Personnel Department,” mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the “HR Department” as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, “should HR be in the Organization Development department or the other way around?”

Recently, the phrase “talent management” is being used to refer the activities to attract, develop and retain employees. Some people and organizations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with HR — although as the field of talent management matures, it’s very likely there will be an increasing number of people who will strongly disagree about the interchange of these fields.

Many people use the phrase “Human Resource Management,” “Human Resource Development” and “Human Resources” interchangeably, and abbreviate Human Resources as HR — HR has become a conventional term to refer to all of these phrases.

Thus, this Library uses the phrase “Human Resources” and the term “HR,” not just for simplicity, but to help the reader to see the important, broader perspective on human resources in organizations — what’s required to maximize the capabilities and performance of people in organizations, regardless of the correct phrase or term to be applied when doing that.

FIELD AND ROLES OF HUMAN RESOURCES AND TALENT MANAGEMENT
Another Look at Definitions

The introduction, at the top of this page, offers definitions of common terms and phrases to help the reader to first understand the topics and their organization in this overall topic in the Library. It will round out the reader’s knowledge and understanding to review a variety of definitions. Remember that, more important than getting the definitions “right,” is recognizing the purposes and activities that the following resources refer to.

Human Resource Management
What is Human Resource Management?
Human Resources
What’s What
What is Human Resource Development?/
What is the Human Resource Department?
Human Resource Management (description of it)
Human Resource Management Basics
Lexicon for the HR Novice (tongue in cheek)

Role of Human Resources Function in Organizations

The reader’s organization might be too small or its resources too limited to have a formal function or department called “Human Resources.” However, as with understanding the definitions above, it’s important to recognize the purposes and activities that the following resources refer to.

When an HR Department is Necessary
When is the Right Time for an HR Expert?
Management Competencies for Successful Learning: The Integrated Role of Learning and HR
Overcoming Top Myths In HR
The Role of HR in a Company, According to CEOs
What is it like to work in HR
HR Professional as Performance Consultant
Human Resources Careers
You want to work in HR?
Ask HR What It’s Like to Work in HR
The New Year is Approaching — Plan It Well
Paths to Careers in Human Resources
Survey Says HR Certification Is an Advantage in Hiring, Promotion, Job Security?
Is It Time to Outsource Your HR?
Sometimes HR Sucks — That’s Why We Love It!

Management Quiz – Part 1
Employee Relations Quiz – Part 2
Employee Relations Quiz – Part 3
Employee Relations Quiz – Part 4

Also see
Professionalism
Challenges Facing Human Resources Function

Many practitioners in the field of Human Resources express frustration that the field has not achieved the credibility and influence that it deserves — or that it requires in order to be more effective. The following resources are in regard to that frustration.

By Giving Up the Quest for ROI, Can HR Make Itself Indispensable?
Reinventing HR
The ROI of HR
HR Critical to Align Performance With Organizational Goals
HR on the Offense
Simplicity At the Other Side of Complexity — Paradox of ‘Business Orientation of HR’
HR Appearance vs. Reality
Make HR Happy
HR and Legal: Working Together
Evolving Role of HR:Partnering with Leadership
Is HR Too Important to Be Left to HR?
Top 5 HR Process Integrations That Drive Business Value
Dramatically Increase Your Influence
Avoiding Employee Relations Pitfalls In Smaller Businesses
Seven Ways to Build Credibility
Human Resources: Ten Things to Ask Yourself
Overcoming the Myth of the Paper Trail #1
Overcoming the Myth of the Paper Trail #2
Are You Listening to the Water Cooler Discussions?
Sally’s First Day
Strategies for Effective Human Resource Management
Six High Performance Gears, a Shifter, and a Driver with Vision
Is HR Inert? Should We Design HR Systems With This Belief in Mind?
HR Appearance vs. Reality
Are HR Staff – Professionals
HR Skills Needed Now
Six Ways to Get Counted in HR

Future of Human Resources Function

The Future of Human Resources and Social Media
Emerging Trends in Managing Human Resources
HR and OD — What Does Future Hold?
Predictors and Promises for the Future of Human Resources
What’s Your Focus for 2011?

“Talent Management” – New Movement in Human Resources?

Many people are beginning to use the phrase “Talent Management” to refer to the activities of attracting, developing and retaining employees — three activities also addressed in the sections below. For general overviews of talent management, see:
Talent Management

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April 17th, 2010 | Category: Hr Development | Comments Off
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