Case Study

Human Resources management for modern companies

Human resource management deals with the human resources of a company were the focus is on the skills, knowledge or motivation of the individual employee. HRM concepts include the subject area of traditional personnel management, but also integrate aspects from the areas of strategic management, industrial relations and organization.


What is human resource management?


Human resource management describes the optimal use of manpower with the aim of contributing to the company's success. The Human Resource Manager has the task of managing and developing employees so that they do their work with commitment and effectiveness. The HR manager acts as an intermediary between management and the workforce.



The central fields of action of HRM are:

- Securing resources, i.e. planning employee deployment in the form of e-recruiting ,  personnel assessment , promotion , transfer, development and layoffs
- Incentive or reward systems such as pricing
- Structuring, organization of work
- Influence of employees in the company in the form of direct participation
What are human resource management tasks?
Imagine the HRM architecture like a building. The roof is the corporate strategy. Qualitative and quantitative personnel planning is located directly below . Your task is to manage employee groups according to their strategic importance and availability.
You develop individual measures for each employee group on the following topics:
- Recruiting and personnel selection
- Training and development
- Personnel appraisal
- Compensation models

Further measures

Up to this point, these are preferably the classic tasks of personnel management. The HRM architecture building is flanked by the following subject areas. Because only when HR management covers these topics competently and reliably is it human resource management.
- HR key figures for target achievement control
- Cultural management within the company
- Change management and companion of transformation processes
- Structural organizational design
- Demography management
- Ensuring organizational learning processes
- Development of measures to fulfill the work-life balance of employees

HRM matters are always at the top management level.  Only then will HRM achieve its important role as a strategic partner in the company.


What is HRM software?
Personnel management is becoming increasingly strategic, but its contribution to value creation in many companies is difficult to understand. Numbers are often lacking, which is why personnel controlling comes into play. It makes it possible to quantify the contribution of the HRM to added value and should "accompany" human resource management.
The strategic and controlling functions can work together using software solutions such as Odoo. Because interfaces enable the data-related connection of HRM and the automated evaluation of various personnel-related data and their analysis.

A HRM key figure system that is specifically geared to the company's situation serves as a control instrument for your personnel-related measures. For this you need data and a system that intelligently manages this data and makes it usable, for example in the form of reports .
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HRM and its importance in the company

The HRM contributes to the achievement of goals primarily by planning the qualitative and quantitative personnel requirements. For this purpose, the employees are divided into employee groups taking into account their strategic importance for the company.
Which employee groups are necessary to achieve the strategic goals and to what extent?
How is the internal and external availability of the individual employee groups?
Answering these two questions forms the basis for the implementation of HRM measures and processes. Both are target group specific and conform to the strategy of your company.

Conclusion
Strategic HRM succeeds if you consider the following recommendations for the successful establishment of strategically oriented human resource management.
Develop an individual vision and strategy for your human resource management and develop it continuously. HRM measures are never an end in themselves. They are consistently geared towards entrepreneurial requirements.
Establish high-quality personnel planning processes. Make sure that HRM is closely networked with other business and functional areas.
Define key figures and regular monitoring processes. Concepts and processes for the various employee groups are in line with the strategy. HRM employees have a very good level of training and continue their education. Competency assessments help you to determine required and existing competencies in HRM yourself.

Secure the commitment of top management for the various HR topics. Corporate cultural aspects influence the development of processes or systems - take them into account.
Avoid hasty action, but pursue your goals proactively and systematically.

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