Introduction to HRM
Human-resources management (HRM) is a key business operations practice for managing personnel within a company. Utilizing skills including communication, business administration, workforce planning and technical proficiency, HRM is an important part of business planning and development, encompassing more than 10 areas of focus. Human-resources and labor-relations jobs in general are expected to grow by 17 percent from 2006 through 2016, according to the Bureau of Labor Statistics.
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Function
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People are considered one of the most important assets in any business. HRM strategy is focused on the effective use of that asset. HRM tools and practice control a company's ability to recruit, hire, track, promote and compensate employees. Providing HR metrics or HR trends and analysis, this department projects the future growth of a company by managing the workforce practice for all departments across the organization.
Features
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The Society of Human Resource Management (SHRM), is the world's largest HR professional organization. SHRM lists 13 disciplines or areas of focus for the HRM function, demonstrating the level of HR impact on business planning. Some of those areas include benefits, business leadership, compensation, consulting, diversity, ethics, global management, organizational development and technology.
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Benefits
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HRM keeps a company appropriately staffed with qualified employees. According to SHRM metrics reports, companies that have a strong, talented workforce typically see improved employee work efficiency, increased sales productivity, decreased organization turnover and increased job development. HR management also protects an organization from the threat of legal intervention as a result of illegal or inappropriate hiring by implementing established talent-management practices that can save a large organization millions of dollars in legal damages.
Facts
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In 2006, the Bureau of Labor statistics indicated approximately 860,000 jobs for HRM and the related business disciplines like training, compensation and labor relations. Salary ranges can vary widely depending on education and certification requirements. The median average annual salary for human-resources managers is nearly $90,000.
Considerations
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HRM careers usually require a college degree with a focus in HR or HR administration. In some cases, employers will consider applicants with a liberal arts or technical degree if their previous professional experience includes work and achievement in an HR function. Labor relations, compensation, technology, training and other specialized areas of HRM may require additional certifications. Professional organizations like SHRM provide post-graduate learning opportunities. The Human Certification Institute (HCI) offers recertification programs for human resources.
Potential
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HRM offers growth and diversity as a career. The broad array of disciplines allow career seekers to identify the element of HR that most interests them. Skilled analysts, business managers, communicators, teachers and sales professionals can find fulfilling roles in HR management. Academically, HRM features several post-graduate degree programs. It is not uncommon for advanced HRM professionals to go on to executive leadership roles in small, large and global companies.
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am interested
