What Is Human Resource Management?

Anyone who has ever been a part of a company or organization has probably had some contact with people from the human resources department. HR is something of a black box to people who don’t work directly in the field; many would be surprised to find out just how much this department does.

Also sometimes referred to as Human Resources Management or HRM, this department is often responsible for much behind-the-scenes work that keeps organizations running smoothly. Their work impacts almost every part of the organization’s operations and plays a major role in its overall success.

What Is Human Resource Management?

Human Resource Management is the silent hero of many organizations. This department functions largely behind the scenes, ensuring things run smoothly so other areas of the organization can flourish. 

Generally speaking, HRM is responsible for creating, enacting, and overseeing policies dealing with employee and organization relationships. This can range from creating and educating employees on ethics policies, codes of conduct, disability accommodations, and even benefit programs. 

HRM also often oversees an organization’s resources – specifically staffing and talent management. This may include recruiting, interviewing, screening, and onboarding new employees and providing training and development opportunities for existing staff. They even cover additional responsibilities, such as payroll, performance reviews, and data collection. 

Finally, HRM is often the first line of intervention when employees have disputes or complaints against other employees or even the organization itself.

How Does HRM Work?

Believe it or not, the individual is often an organization’s greatest resource. Any good organization knows that much of its success comes from proper management of its resources, and that’s where HRM comes in. 

HR manages people, ideally helping employees stay happy by creating a safe and cohesive workplace. They create procedures and policies in support of the organization’s strategic objectives and plans. This can mean making sure people are paid correctly and timely, disabilities or religious accommodation, and it can even extend to supporting employee training and development in a way that supports company needs.

What Are the Roles Within Human Resource Management?

HRM is a broad field. HR has many different roles, and the roles and responsibilities can vary depending on factors like the organization’s size and industry. Here are some of the most common positions in HRM:

• HR Manager/Director – Oversees and guides all employee relations, staffing plans, policies, payroll, and budgeting.
• HR Assistant – Assists director and may be directly responsible for overseeing or aiding specific aspects of the HR department.
• Payroll Specialist – Responsible for the administration of payroll, managing time cards and payroll software, and applying pay changes such as bonuses or salary raises. Often works with other departments like accounting to manage budgets and plan for changing factors, such as an expected need for employees to work overtime.
• Benefits Administrator – Guides development and administration of benefits like health and dental insurance, profit sharing, parental leave, and retirement plans.
• Recruiter – Responsible for recruiting and onboarding new talent, which may include background screenings, reference checking, and qualification verification.
• HR Analyst – Collects, analyzes, and interprets trends from company and employee data, such as performance reviews, satisfaction, and exit surveys.
• Personelle Manager – Works closely with the recruiting team to onboard and train new hires (in some organizations, recruiting and personnel may be part of the same team). Also conducts and manages personal actions such as annual or performance reviews and disciplinary actions.

What Are the Roles & Responsibilities of Human Resource Management?

HRM departments can look very different between companies. Despite these differences, many HRM departments have similar roles and responsibilities—they may just be organized or enacted differently. Let’s take a look at some of the most common HRM duties.

Workforce Operations

Workforce operations may sound like a broad category, but in some regards, it is. Generally speaking, HRM workforce operations involve creating, implementing, and overseeing practices and policies relating to safety.

This often includes compliance with industry or government regulations, such as the ones set by the Office of Safety and Health Administration (OSHA), and working in conjunction with labor unions. They also usually process and oversee employee complaints or workers’ compensation for job-related injuries or illnesses.

Performance Management

Performance management is one of the HRM duties employees are most familiar with. This category includes regular or annual performance reviews, which can be a useful tool to provide employees with constructive criticism. It’s also a great way to collect data that can be used to make decisions regarding promotions, raises, bonuses, and even causes for dismissal. 

Analytics Experts

Analytics collection and interpolation is another main function of HRM. Many organizations utilize different types of employee surveys to assess things like worker satisfaction and engagement or to get feedback on ways the organization can improve. HRM often collects and assesses this data, and the results can be used to implement organizational changes.

Talent Management

Talent management describes the role HR can play in developing employees. This may include organizing or providing employee training and development programs, along with incentives for participating in these programs. 

Staffing and Recruiting

Staffing is one of the core duties of HRM. This quintessential HR function is all about the people – from recruiting and attracting new hires, conducting interviews, verifying qualifications, and onboarding new hires. They may also deal with visas and immigration, depending on the employee’s country of origin.

Accommodations and Disability 

Thanks primarily to the Americans with Disabilities Act (ADA), most organizations must provide reasonable accommodations for employees with disabilities. This can be a very sensitive subject that often involves an employee’s private information and a slew of legal codes and requirements. 

It requires skill and familiarity with the law to ensure employees are accommodated appropriately, their private information is used and stored correctly, and they are protected from discrimination or retaliation.

Disabilities aren’t the only thing that HRM provides accommodations for – it can also include religious accommodations, short-term medical accommodations, and protected leaves of absence like parental leave and those required by the Family Leave and Medical Act (FMLA).

Frequently Asked Questions

Why Is HR Management Important?

HR provides many essential organizational functions, including boosting employee morale and keeping the workforce engaged by facilitating mentorship or other development opportunities. They also help navigate conflict between employees or even between employees and the organization and play a significant role in enhancing communication and collaboration between parties.

Final Thoughts

Human resource management is an essential part of any organization. This critical department has a broad range of responsibilities, including creating policies, recruiting and onboarding new talent, providing development for current employees, and overseeing payroll. 

Recruiting, screening, and onboarding new hires is one of the most tedious HR responsibilities. It can be costly and time-consuming – which is why more and more organizations are choosing to work with third parties like ScoutLogic. 

ScoutLogic offers many services, like reference and education verification, as well as a variety of background screenings. Working with ScoutLogic can save companies time and money, meaning new employees can start sooner. Contact us today to find out how we can support your organization.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.