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Human Resource Management

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Human Resources Management (HRM) is the practice of recruiting, hiring, providing and managing the employees of a company. HRM is often referred to only as Human Resources (HR). The human resources department of a company or organization is usually responsible for developing, implementing, and monitoring policies for employees and the company’s relationships with its employees. The term “human resources” was first used in the early 1900s and more broadly in the 1960s to describe the people who work for the company as a whole.

HRM is really about managing human resources with an emphasis on these employees as the company’s assets. In this context, employees are sometimes referred to as human capital. As with other corporate values, the objective is to optimize human resources, reduce risk and maximize return on investment (ROI). The concept of modern HR technology, Human Capital Management (HCM), has been used more frequently than HRM because it is widely used by large and medium-sized companies and other software organizations to manage many HR functions.

Goals of Human Resource Management

The objectives of the HRM can be divided into four categories:

Social goals: Measures to meet the ethical and social needs or challenges of the company and its employees. These include legal issues such as equal opportunities and equal pay for equal work.

Corporate objectives: Measures taken to ensure the effectiveness of the company. These include training, hiring a sufficient number of employees to perform a particular task, or maintaining a high retention rate.

Functional Goals: Policies that ensure the effective functioning of the human resources function within the organization as a whole. This includes making optimal use of all HR resources.

Personal goals: Resources used to support each employee’s personal goals. This includes providing education or training opportunities and maintaining employee satisfaction.

Human Resource Management functions

Human Resources can be divided into sub-sections, usually according to pre-employment and employment phases to which a personnel manager is assigned. Different areas of HRM monitoring can include the following:

· Recruitment, integration, and retention of employees

· Talent and Human Resources Management

· Role allocation and career development

· Compensation and benefits

· Labor law compliance

· Performance management

· Training and development

· Succession planning

· Commitment and recognition of employees

· Teambuilding

The importance of human resources management

The role of HRM is to lead people in the workplace in order to fulfill the company’s mission and strengthen its culture. If effective, recruiters can help attract new employees who have the skills to achieve the company’s goals, and they can train and develop existing employees to achieve the goals.

The quality of a company depends on the quality of its employees, so HRM plays an important role in maintaining or improving the company’s health. In addition, HR managers can monitor the labor market to help the company remain competitive. These include ensuring fair compensation and benefits, organizing events to prevent employee burnout and adapting workplace roles to the market.

HRM software

Almost all areas of human resources have sophisticated software that automates many personnel processes to varying degrees. For example, recruitment has seen tremendous growth in the number of software platforms and systems that help employers and jobseekers electronically align organizations and candidates and then manage interviewing, hiring and employment processes.

While some HRM software systems are launched locally, almost all areas of HR technology, especially HCM systems, are moving to cloud-based Software as a Service platform.

Advantages of automated HR management

With the right automation tool, HR automation can be relatively simple and provide essential benefits. A better understanding of these benefits will help organizations understand that automating human resources management is no longer an advantage but a necessity. What benefits can you expect from automating human resources management in your company? Here are some of them:


Automated human resource management provides more data points with greater accuracy for hiring decisions. Even if the organization is well managed, without adequate technology, it will face a major headache: human error. It is impossible to predict or eliminate errors. It takes a lot of time and money to repair everything. Recycling affects employee morale and efficiency.

The main reason for inaccuracies in HR processes is manual intervention and the complex nature of work processes. The automation of personnel management optimizes the entire workflow and reduces its complexity. This eliminates manual dependence on the operator and reduces the number of manual errors.

Save time

The main advantage of automating personnel management is time-saving. The automation of HR processes allows repetitive manual tasks to be performed with unparalleled precision and speed. It allows employees to directly save valuable time spent promoting documents and performing routine work. Human resources and other employees can now work more productively and devote this time to highly efficient tasks. Automation of repetitive tasks, Exclusion of manual intervention and Fill in the gaps in the process are a few examples of this.

Cost Cutting

The elimination of human errors and the automation of routine tasks reduce the huge cost factor associated with human resources software. Unlike standard HRMS, people management automation allows organizations to selectively automate the processes they need — organizations do not need to spend significant amounts of money to purchase software that includes a number of unnecessary functions. The first natural reflex of your current staff to implement automation will be to fear for their work, but this should not necessarily be bad for them. Human Resource is a sector of activity whose complexity and depth are constantly increasing as companies become more aware of organizational development, training, and retention practices. However, if employees are busy with more complex tasks, it is more difficult for them to focus on areas that can be more useful to the company and offer them more problems and satisfaction.

Unlike stand-alone HR systems, automation does not require large initial investments and high maintenance costs. Most HR automation tools on the market offer a pay-as-you-go model, making it an ideal choice for small and medium-sized businesses that need to develop their HR processes within the budget.


With fewer errors and more productivity, employees can focus more on value-added activities. A predefined approval hierarchy and audit trail display the status of all tasks in real time, reducing cross-charging and increasing employee productivity. In addition, increased collaboration allows employees to work together to reduce the growing workload.

It was noted that the automation of HR processes has significantly improved the efficiency of HR staff. Automated personnel management eliminates technological bottlenecks and makes the entire process transparent. The simplified interface simplifies cooperation across the entire organization. Automation provides practical information and helps organizations make more informed decisions.


The increased complexity of the staffing situation requires consistency. But the manual process of working with the staff is rarely consistent. Every employee in your organization does things differently. When the process is set up by a specific person from scratch, it will be unique depending on who sets it up. While checklists and posters help you stay consistent, manual interventions and isolated human resources management tools eventually lead to variations. Human resources automation ensures that all tasks are performed consistently, regardless of their complexity.

Data Security

Workforce automation means using software that backs up important data in cloud computing services, protecting you from data loss in the event of a fire or computer failure at headquarters. It also reduces the risk of errors that are a natural part of any manual process, and some of these errors can lead to major problems in terms of tax disputes, legal issues, and other costly problems.

Increase in productivity

In addition to reducing the risk of costly errors and giving your HR staff time to work in other areas to improve your business, automated processes can also free up time for staff across the organization when it comes to their own HR responsibilities. Everyone benefits from a smoother, more user-friendly system, which improves morale and boosts productivity.

Simple and efficient processes

By automating human resources processes, the company can quickly access much more useful data on payroll, attendance, etc. without the need for HR staff to collect it.

Consistency from one place to another

Companies with offices in different countries and continents can face challenges in ensuring consistency in human resources and finding systems that work for all. Carefully selecting automated systems that meet global needs can result in improved workflows in all offices and increased productivity and efficiency everywhere.

Nowadays, there are few effective automated Human Resource Management Systems in the industry. Among them, IceHrm is one of the best solutions for your company with all Human Resource Management related functions. You can visit the IceHrm website and experience the effectiveness of this system which makes yours and your employees’ lives much more easier.

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