Human Resource Management Overview

Human resource management (HRM) is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in an organization. HRM deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (DeCenzo, Robbins, & Verhulst, 2013, ). As a new HR generalist in a new organization, this paper will outline a month-by-month plan over the next six months on things that will be focused on in the organization.

As the new HR Generalist for the company, it will be a one-person HR department. The six-month plan is to structure jobs and departments to maximize cross training and knowledge sharing. Then design compensation programs that reward efficiency and cost savings. These items will be implemented over the next six months and reviewed with management on how the plan has done thus far. The key factors that are focused on in the next six moths are training, staffing, and motivation. With training, it will help new and old employees become faster and more efficient at their jobs. Staffing when selecting new staff it is important to choose the correct candidate for the position that meets all the skill requirements. Motivation will be implemented with the new reward program; this will drive employees to be more successful within the company.

The three factors that can be considered while forming the department is planning, organizing, and controlling these factors can play a huge role on how well the department is established. When planning you have to set the goals of the department and how you expect to achieve those goals over time. Organizing is determining what activities need to be completed to accomplish these objectives. Controlling is monitoring activities to ensure that goals are can be met. Without these, it is hard to have a great department and without these, there is no foundation to keep the staff on track with the overall scope of the department.

The four disciplines of an HRM are Staffing, maintenance, training and development, and motivation. Staffing is activities in HRM concerned with seeking and hiring qualified employees (DeCenzo, Robbins, & Verhulst, 2013, ).  Training and development are a continues process, the goal of training and development is to have competent, adapted employees who possess the up-to-date skills, knowledge, and abilities needed to perform their current jobs more successfully (DeCenzo, Robbins, & Verhulst, 2013, ). Motivation is the most crucial step in the HRM process because the motivation of the employees is so reliant on management it is up to the management to ensure they have enough incentives to drive motivation. Motivation is defined as the activities in HRM concerned with helping employees exert themselves at high energy levels (DeCenzo, Robbins, & Verhulst, 2013, ). Maintenance is all about activities that will help retain productive employees or maintaining employee’s commitment and loyalty to the organization (DeCenzo, Robbins, & Verhulst, 2013, ).