The hiring, management, and training of employees are all responsibilities of the human resources department, or HR, in an organization. For the survival and growth of the business, human resources provide expertise, tools, training, legal counsel, administration, and talent management. We’ll delve into the seven fundamentals of human resources that are essential for understanding what HR does.

If your organization has an HR professional, you can manage your human resources in-house; otherwise, you can hire HRM consultant, Serene Info Solutions to handle your HR administration.

The seven pillars of HR

Several components are thought of as pillars for good HRM policy when we talk about HRM.

1. Selection and hiring process

One of the main responsibilities of HR is to find people and choose the finest ones to work for the business. The organization’s lifeblood is its people, thus identifying the right candidates is an important endeavour. When a current position becomes available or a new position is created, the manager submits a request to human resources. Then the hiring and selecting process begins.

2. Performance Management

A performance management system is a framework that enables workers to receive feedback on their behaviour and concurrently optimize and develop. Depending on your work profile, different metrics might be used to evaluate your performance. Companies plan, monitor, review, and reward employees based on their performance during the yearly performance management cycle.

3. Learning & Development

Every person is moulded by their experiences in life, the setting and time of their upbringing, and a variety of cultural influences. HR oversees learning and development (L&D), and effective policies can assist the firm move closer to its long-term objectives.  For their L&D initiatives, organizations have set budgets. Employees have the chance to Upskill and reskill themselves with the assistance of the company’s budget for L&D

4. Benefits and compensation

Primary and secondary compensation are both included in benefits and compensation. Primary compensation is related to the amount of money that is paid for work directly, which is frequently a monthly wage and occasionally performance- or incentive-based pay. All non-financial profits are secondary advantages.

5. HR analytics and data

The tracking of data by the human resource information systems will assist you in making better decisions regarding workforce requirements, anticipated employee turnover, the effect of candidate experience during (recruitment) on customer satisfaction, among many other issues.

6. Succession planning

The process of creating backup plans in case important personnel leave the organization is known as succession planning. Performance evaluations and L&D initiatives are frequently the foundation of succession planning. This is a list of qualified people who are available to fill senior positions in the event of a vacancy.

7. Human Resource Information System

This is a tool to improve HR that are needed, not HR procedures. It is frequently possible to perform all of the aforementioned functions using the HRIS. However, occasionally, the administration of these features is divided up among various HR systems.

The entire HR system is based on these basic principles of an organization.