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Human Resources is very important to management. Without have people skills management will never flow smoothly

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Human resource management is the organizational function that manages all issues related to the people in an organization. That includes but is not limited to compensation, recruitment and hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration, and training.

Learn more about what human resource management is and how it works.

What Is Human Resource Management?

Human resource management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Done well, it enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

The department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.

Alternate name: Human capital management

Acronym: HRM

How Does Human Resource Management Work?

HRM staff members are partially responsible for ensuring that the organization has an overall mission, vision, and values that are shared and provide an overarching reason for employees to want to work for their organization. These elements can be inspirational and help employees feel as if they are part of something that is bigger than themselves.

Additional activities sponsored by HRM can include employee and community outreach. They are frequent mentors and members of employee teams that address philanthropic giving, employee engagement activities, and events that involve employee families.

HRM functions are also performed by line managers who are directly responsible for the engagement, contribution, and productivity of their reporting staff members. In a fully integrated talent management system, the managers play a significant role in and take ownership of responsibility for the recruitment process. They are also responsible for the ongoing development of and retention of superior employees.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. The HRM function is now expected to add value to the strategic utilization of employees and to ensure that employee programs recommended and implemented impact the business in positive measurable ways.

Employees who work in HRM must also help keep their employer and company safe from lawsuits and the resulting workplace chaos. They must perform a balancing act to serve all of an organization's stakeholders: customers, executives, owners, managers, employees, and stockholders.

Requirements for Entering Human Resource Management

Those wishing to enter the field of HRM usually need at least a bachelor's degree in human resource management or a related field, such as business management. Some employers may also require candidates to a master's degree in business administration, human resources, or labor relations.

Special certification isn't always necessary to get a job in HRM, but it can help candidates stand out, and some employers may require it. Several professional associations offer these types of certifications:

The Society for Human Resource Management (SHRM) offers the SHRM Certified Professional and SHRM Senior Certified Professional programs.

The HR Certification Institute (HRCI) offers several certifications, including Associate Professional in Human Resources, Professional in Human Resources, Senior Professional in Human Resources, and Global Professional in Human Resources. HRCI also offers micro-credential programs on several topics.

WorldatWork also offers several certifications in the categories of Compensation, Executive Compensation, Sales Compensation, and Benefits.

International Foundation of Employee Benefit Plans offers certificates in many areas as well, including benefits and health and welfare plans.

The amount of experience needed depends on the preference of the employer, but most manager-level HRM positions require several years in the field.

The soft skills employers usually require in HRM candidates include leadership, communication, decision-making, organizational, and interpersonal skills.﻿﻿

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Human resource management is the organizational function that manages all issues related to the people in an organization. That includes but is not limited to compensation, recruitment and hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration, and training. Learn more about what human resource management is and how it works.

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Planning and Decision making is a popular them in management, because of that this article caught my attention. It taught me how to go through and organized plan to make accurate and informed decisions.

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Managerial decision-making involves a systematic thought process.

man thinking image by forca from Fotolia.com

Small business owners and managers make decisions on a daily basis, addressing everything from day-to-day operational issues to long-range strategic planning. The decision-making process of a manager can be broken down into six distinct steps. Although each step can be examined at length, managers often run through all of the steps quickly when making decisions. Understanding the process of managerial decision-making can improve your decision-making effectiveness.

Identify Problems

The first step in the process is to recognize that there is a decision to be made. Decisions are not made arbitrarily; they result from an attempt to address a specific problem, need or opportunity.

A supervisor in a retail shop may realize that he has too many employees on the floor compared with the day's current sales volume, for example, requiring him to make a decision to keep costs under control.

Seek Information

Managers seek out a range of information to clarify their options once they have identified an issue that requires a decision. Managers may seek to determine potential causes of a problem, the people and processes involved in the issue and any constraints placed on the decision-making process.

Brainstorm Solutions

Having a more complete understanding of the issue at hand, managers move on to make a list of potential solutions. This step can involve anything from a few seconds of though to a few months or more of formal collaborative planning, depending on the nature of the decision.

Choose an Alternative

Managers weigh the pros and cons of each potential solution, seek additional information if needed and select the option they feel has the best chance of success at the least cost. Consider seeking outside advice if you have gone through all the previous steps on your own; asking for a second opinion can provide a new perspective on the problem and your potential solutions.

Implement the Plan

There is no time to second guess yourself when you put your decision into action. Once you have committed to putting a specific solution in place, get all of your employees on board and put the decision into action with conviction. That is not to say that a managerial decision cannot change after it has been enacted; savvy managers put monitoring systems in place to evaluate the outcomes of their decisions.

Evaluate Outcomes

Even the most experienced business owners can learn from their mistakes. Always monitor the results of strategic decisions you make as a small business owner; be ready to adapt your plan as necessary, or to switch to another potential solution if your chosen solution does not work out the way you expected.

About the Author

David Ingram has written for multiple publications since 2009, including "The Houston Chronicle" and online at Business.com. As a small-business owner, Ingram regularly confronts modern issues in management, marketing, finance and business law. He has earned a Bachelor of Arts in management from Walsh University.

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What Are the Steps in the Decision-Making Process of a Manager?

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Small business owners and managers make decisions on a daily basis, addressing everything from day-to-day operational issues to long-range strategic planning. The decision-making process of a manager can be broken down into six distinct steps. Although each step can be examined at length, managers often run through all of the steps quickly when making decisions.

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Management Theory must be studied in order to have managers who are constantly evolving.

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Even though the defination of management differs from scholar to scholar but in the present era, the concept of management is looked after in the wide areas and its scope is broader. A lot of theories have been developed by the scholars which is called as "Management Theories". Management theory is generally considered as a collection of ideas assigning general rules on how to manage a business or organization. It is also considered as a Bible for the organizations containing of ideas and paths to be followed from a broader perspective of organization's goal and its people involvement in achieving the same.

Management theory basically contains of directions on how managers and supervisors relate to their organizations in the terms of its goals, to ensure the implementation of effective means to achieve organizational goals and how to motivate employees to perform their best.

The main objective of management theories is to help increase organizational productivity and service quality if implemented. Many managers don't use a singular theory or concept by implementation of strategies depending in the workplace. Instead they commonly use a combination of a number of theories, depending on the workplace, purpose and workforce.

There are various theories of management. Broadly, it includes: Historical Theories of Management and Contemporary Theories of Management.

Historical Theories Of Management:

Scientific Management Theory: Scientific Management was developed by Freiderick Winslow Taylor, who was popularly known as "Father of Scientific Management Theory". It is a theory of management that focuses in analyzing workflows. Its main objective is to improve economic efficiency, especially labour productivity. Scientific Management Theory changed the purpose and scope of labour employees. It was one of the earliest intiative to apply science to the engineering and management processes.

The importance of scientific management theory is felt because its approach to management is found in almost every industrial business operation across the world and its influence is also felt in general business practices such planning, process design, quality control, cost accounting, and ergonomics.

The Scientific Management Theory is devised to determine not only the improving efficiency of an organization by systematically improving the efficiency of task completion but also utilizing scientific, engineering, and mathematical analysis. The goal is to reduce waste, increase the process and methods of production, and create a balanced distribution of goods and thereby serves the common interests of employers, employees, and society as a whole.

The four important principles of scientific approach are:-

Science Not Rule Of Thumb

Harmony Not Discord

Cooperation, Not Individualism

Development of Each and Every Person to His/Her Greatest Efficiency and Prosperity

Bureaucratic Management Theory: Max Weber embellished the Scientific Management Theory with his bureaucratic theory. Weber focused on dividing organization's into hierarchies establishing strong and clear lines of authority and control. This theory gave managers legal authority based on their positions in organizations. The theory helped large organization's to work in a stable manner.

According to him, both bureaucratic leaders and workers are required to obey rules and do only what they are told. The result is that these leaders seldom think of privileged class and found it very difficult to adapt to changing environments and new challenges.

Administrative Approach:Fayol's approach rejected the old notion that "managers are born, not made". According to him,Management is a skill, not a art, which can be acquired, if its principles are understood.

The theory searches to find a way and means rationally to design an organization as a whole. The theory generally calls for a formalized administrative structure, a clear division of labour, and delegation of power and authority to administrators relevant to their areas of responsibilities.

Human Relations Approach:The approach stressed the need of human interaction and personal relationships in the work place.

Elton Mayo who was an advocate of this theory believed that emotional factors plays important role in determining productive efficiency than logical factors. were far less important than emotional factors in determining productive efficiency". He concluded that participation in social groups and thereby creating group pressure had the strongest impact on the worker as opposed to organizational structures or demands from management, had the strongest impact on worker productivity.

Mayo's findings on the theory revolutionized the role of managers in organizations. According to him, managers should be "more people oriented". Not only the work performed by individual should satisfy their "social needs" but also the company's productive requirements. The theory echoed for managers to "accept a new role" in their relationship with workers,define a new concept of authority, and help foster a new social order in the workplace. In practice managers were encouraged to consult workers about change, take note of their views, and to show concern for their physical and mental health.

Contemporary Theories of Management:

Contingency Theory: The contingency theory asserts that managers must take into account all aspects of the current situation and act accordingly on those aspects that are key to the situation at hand while making decisions. Basically, it's the approach which alerted the managers about their style of functioning depending on the situation.

System Approach: System Approach to management sought to retain an equal balance between the extremely impersonal Scientific Approach and the individually- focused HR approach. In this approach, all components of an organization are looked as part of one larger system. For this we need to understand the division and department plays within the whole system.

In the 1960, a new approach to management emerged which is commonly known as 'Systems Approach'. The approach aims to unify the prior schools of thought. This approach advocates include Ludwing Von Bertalanfty, Lawrence J. Henderson, W.G. Scott, Deniel Katz, Robert L. Kahn, W. Buckley and J.D. Thompson.

They viewed organization as an organic and open system, comprising of interacting and interdependent parts, called subsystems. The system approach took upon management as a system or as "an organised whole" made up of sub- systems integrated into a unity.

One of its most important characteristic is that it is composed of hierarchy of sub-systems. That is the parts forming the major system and so on. For example, the world can be considered-to be a system in which various national economies are sub-systems.

Chaos Theory: The theory recognize that events indeed are rarely controlled. They take into consideration the biological systems while explaining this theory. According to their opinion,systems become more complex, and require more energy to maintain complexity. When energy is expanded, they seek more structure to maintain stability. They believed that the trend will continue until the system splits, combines with another complex system or falls apart entirely.

The impact of any innovation in the relevant field is felt when it is implied and experimented effectively to find out its relevancy. Similarly the advantage of "Management Theory" is felt and realized when it is put into practice benefitting the organizations for its survival and growth.

- Debleena Sinha

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Even though the defination of management differs from scholar to scholar but in the present era, the concept of management is looked after in the wide areas and its scope is broader. A lot of theories have been developed by the scholars which is called as "Management Theories".

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It's time to be Global Managers

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Great Article to Exam how a company uses Code of Ethics to better their relationships with their customers.

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The Global Ethics Office is responsible for promoting Walmart's culture of integrity.

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As we studied module two we see that the theme was Ethics which can be translated as how we treat others this diagram represents things we should take into consideration when coming up with and ethics policy.

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As we bcome better managers we should also take into consideration our social responsibility. What can we do as managers to better our community, how will this affect our company.

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Why should managers put Corporate Social Responsibility (CSR) into practice? The so-called legal, ethical, social and business cases provide several reasons. In this paper we discuss these arguments, and we add new reasons that make up the 'management case.' By exploring why CSR is good management, this paper explains why CSR make the firm more human and the task of the manager more humanizing.

Introduction
In the last years a growing number of academics and practitioners have promoted Corporate Social Responsibility (CSR) as a means of shifting the paradigm of the firm away from a purely economic model oriented to maximizing shareholder value, toward another model that takes ethical, social and humanistic variables into account and is oriented to a broad spectrum of stakeholders.

This is certainly a step forward in the theory of the firm, but an unsteady step - at least with regards to the reasons for why companies are supposed to be socially responsible. In this article we propose that companies must be socially responsible not only because it is demanded by society, or because it increases profits, but above all because CSR is part of good management. That is to say, a socially responsible company is a good company, and a manager who manages in accordance with social responsibility criteria is an excellent manager, or at least is in a good position to become one.

In what follows we look first at the traditional arguments in favor of social responsibility in companies, namely the legal, social, moral and business case. After that, we examine what we mean when we say that a company is socially responsible. Finally, we present the management case and the conclusions.

" March - April 2013 Making Corporate Learning Work "

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Why Should Managers Be Socially Responsible? | The European Business Review

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Why should managers put Corporate Social Responsibility (CSR) into practice? The so-called legal, ethical, social and business cases provide several reasons. In this paper we discuss these arguments, and we add new reasons that make up the 'management case.'

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As we see Managers need People Skills. Which is not easy for everyone. A lot of us want to just be left alone and do their job, but as managers we have to lead a group of people and a organization. I found this article relevant because it broke down a 12 step process on how future managers can develop better people skills.

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People aren't easy to quantify and control. We all have our individual hopes and dreams, as well as our own opinions and weaknesses. We're imperfect, but we're also motivated, strong, and powerful.

As a manager, it isn't easy to manage a group of people. Humans are tough, and when you're the leader, it's hard not to pray for a magic wand that could help you get your team in line. You want to lead, but sometimes it can seem that your team isn't listening. Sometimes, it feels like you're not doing a great job.

Thankfully, you can always improve the way you manage people. If you employ our 12-step process, you'll be well on your way to creating a motivated team that's as powerful and strong as you are.

Here's the process:

Step 1. Outline Your Goals

Surely, as a manager, you have reasons you want to improve. Perhaps you're responsible for large company goals that you need your team to help you with or maybe you feel like you're leadership strategies aren't ineffective, that your reports don't like or respect you. Maybe you think you're a pretty good manager, but that it's part of your job to continually work to better yourself.

No matter your story, outline your goals- and write them down. A famous study conducted by The Harvard Business School in 1979 found that those who wrote down their goals were much more likely to make higher salaries and see greater professional success.

Step 2. Determine Where You Want to Improve

We're all different, and your areas of weakness are going to be different from mine. Once you've outlined your goals, you should determine areas for improvement. How to do this? Consider taking a variety of professional assessments and personality tests to assess where you're at.

Step 3. Talk to Your Team

Your team has a wealth of information on you as a leader, information that can help you improve. Looping in your team to your pursuit will help them help you.

Tell your team you're working on improving your leadership skills.

Send out a survey, allowing your team members to remain anonymous. Ask employees how you're doing as a manager, where you could improve, what they do and don't like about your style.

Conduct one-on-one meetings with your direct reports and ask them point blank how you could be a better manager.

Step 4. Get Organized

One of the reasons leaders are ineffective is because they're all over the place. They don't have the right software solutions, they're unsure about their goals, and they have difficulty resolving conflicts. Organization can help.

At the start of every month or quarter, outline areas that are disorganized and confusing, and strategize on ways they can be improved. Maybe you need a software solution to help you organize your calendar, or maybe you need a new meeting schedule with your reports.

Step 5. Take a Leadership Course

Sometimes, it's difficult to improve on your own. Courses can help. Look to your local colleges and universities to see if they offer any courses on leadership. There are tons of online courses as well that you can take at your own pace.

Dale Carnegie Training offers affordable leadership courses on decision-making, critical thinking, how to disagree agreeably, and how to lead change effectively. Udemy also provides a large array of online courses- we especially like their course on habits of highly effective leaders.

Step 6. Read Management Books

Each day, you're confronted with the same problems, and it's unlikely your mindset will change. Books transport you outside of yourself, and allow you to look at your situation from new perspectives.

There are tons of great books on business management worth reading, but here are a few favorites that will start you off on the right foot:

Step 7. Learn How to Listen

One of the biggest complaints of employees everywhere is that they don't feel heard. They don't feel as though they have the ability to express their opinion or positively make a change in the organization. When they speak up, they feel ignored, and that makes them unhappy and unmotivated.

According to Udemy, there are five aspects of good listening - receiving, understanding, remembering, evaluating, and responding. You need to be able to understand all five of these steps to listen to your employees.

Step 8. Practice Praising and Rewarding

To be a good leader, you have to give feedback to your employees, especially praise and rewards. When you're praising an employee, be specific.

Instead of saying "you're doing a great job," highlight a specific project, and explain why their help was so important, try "the project for client ABC was very difficult, but the way you communicated their needs to the entire team is what made us get it right. I was really impressed with that. Nice work."

In a Harvard Business Review survey on employee engagement, 72% of survey respondents said that recognizing high performers had a large impact on engagement.

Step 9. Find a Mentor or Coach

It can be difficult to accurately assess your own leadership skills. That's why many turn to executive coaches, mentors, and others they can trust. Perhaps you already have a mentor, or maybe there's someone you can turn to for honest assessment of your skills.

Executive coaches are also a great option. Those who specialize in leadership can work with you to identify your strengths and weaknesses, then help you put a plan in place to tackle your goals. Harvard Business Review suggests executive coaches, and gives a great outline on how to find one who's a good fit for you and your organization.

Step 10. Learn How to Effectively Communicate with Anyone

Effective communication is one of the most important parts of leadership, but as humans, we're different, and we respond to different styles. Workplace psychologists have defined four communication styles that we all fall into. By reading about and understanding these four styles, you'll be better able to communicate with those that you work with.

Thinkers - Thinkers need time to process and think things through before responding. They work slowly, deliberately, and want to make sure everything is just right.

Socializers - Socializers thrive on talking with others and get energy from their colleagues. Socializers work fast, have great ideas, and process information very quickly.

Directors - Directors are known for getting things done quickly and efficiently. The process things quickly, make fast decisions, and like research and proven facts.

Relaters - Relaters are relationship-oriented and enjoy working with others. Unlike the socializer, they move at a slower, calmer pace.

Step 11. Be More Transparent

Companies are beginning to embrace transparency in the workplace. As a leader, you should embrace it with your staff.

Today, about 25% of employers don't trust their employer, according to survey by the American Psychological Association survey . That's bad news. Employees who don't trust their company or their boss are unlikely to put themselves on the line for their company. But this can be fixed! Harvard Business Review found that 70 percent of people are most engaged if senior leadership updates them about what's going on with the company as a whole.

As a leader, you're in a great position- you can be transparent with employees and let them know what's going on. In turn, they'll be more engaged and regard you as a better leader.

Step 12. Create a Feedback System

It's great that you've invested so much in becoming a better leader, but you have to continually go back to your people to find out how you're doing.

How to do this? Implement a system for giving feedback, so that your employees always feel as though they can express themselves when something is wrong. For example, many companies offer performance reviews on a quarterly basis, but these reviews should also allow employees to make suggestions to their managers.

12 Steps to Leadership Success

Managing people isn't easy, which is why many leaders spend significant time investing in their skills. If you complete all 12 steps, you're sure to improve your people management skills. In doing so, you'll become the kind of leader you want to be- one who inspires, ignites, and builds your team.

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The 12-Step Process For Improving Your People Management Skills

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People aren't easy to quantify and control. We all have our individual hopes and dreams, as well as our own opinions and weaknesses. We're imperfect, but we're also motivated, strong, and powerful. As a manager, it isn't easy to manage a group of people.

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As managers we have to be able to manage our time and prioritize. Spending time of little importance will make us feel emo pressure.

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As we know being a manager is not all about knowing your job, but also being able to lead others. I found this quote relevant because it illustrates that managers must be able to have a balance in their job performance and people skills.

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Module 1 comes to mind her! Module 1 gave us and overview of how to go about affective leadership and this article expands on that concept and it gave me practicable skills.

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For many businesspeople, the last thing you want to worry about (or do) is managing people. You want to get out there and meet customers and create awesome products and bring exciting new opportunities through your front door. But unless you've hired people to take on the task of managing your employees, then you're still on the hook.

The good news is that you can make that task a little bit easier for yourself by remembering these 7 essential leadership keys, and your organization will benefit as a direct result.
1. Delegate wisely
The key to leadership success is to learn to effectively delegate both the responsibility for completing assignments and the authority required to get things done. Many bosses feel that they need to control every little thing that their employees do. This is a recipe for disaster. When you delegate work to employees, you multiply the amount of work you can accomplish while you develop your employees' confidence, leadership and work skills.
2. Set goals
Every employee needs goals to strive for. Not only do goals give employees direction and purpose, but they ensure that your employees are working towards the overall organizational goals. Set specific and measurable goals with your employees, then regularly monitor their progress toward achieving them.
3. Communicate
Far too many bosses communicate far too little. It's often difficult for busy business owners and executives to keep their employees up-to-date on the latest organizational news. Regardless, you must make every effort to get employees the information they need to do their jobs quickly and efficiently.
4. Make time for employees
Above all, leadership is a people job. When an employee needs to talk with you--whatever the reason--make sure that you set aside the time to do so. Put your work aside for a moment, put down your smartphone, and focus on the person standing in front of you.
5. Recognize achievements
Every employee wants to do a good job. And when they do a good job, employees want recognition from their bosses. Unfortunately, few bosses do much in the way of recognizing and rewarding employees for a job well done. The good news is that there are many things bosses can do to recognize employees that cost little or no money, are easy to implement, and that take only a few minutes to accomplish.
6. Think about lasting solutions
No matter how difficult the problem, there is always a quick solution, and leaders are happiest when they are devising solutions to problems. The trouble is that, in our zeal to fix things quickly and move on to the next fire, we often overlook the lasting solution that may take longer to develop. Although it's more fun to be a firefighter, the next time you have a problem to solve in your organization, deal with the cause of the problem instead of simply treating the symptoms.
7. Don't take It all too seriously
Without a doubt, running a company is serious business. Products and services must be sold and delivered, and money must be made. Despite the gravity of these responsibilities, successful leaders make their organizations fun places to work. Instead of having employees who look for every possible reason to call in sick or to arrive to work late or go home early, organizations work hard and play hard end up with a more loyal, energized workforce.

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7 Keys to Becoming a Remarkably Effective Leader

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For many businesspeople, the last thing you want to worry about (or do) is managing people. You want to get out there and meet customers and create awesome products and bring exciting new opportunities through your front door. But unless you've hired people to take on the task of managing your employees, then you're still on the hook.