What is the human resource management process?
Human resource management is the exploitation, use and management of human resources of an enterprise in the most reasonable and effective way. Because employees are valuable assets of the company, human resource management is a necessary activity for every business in any field, not just the business sector.
To manage human resources effectively, an indispensable activity of managers is to build a reasonable human resource management process, including intelligent recruitment, training, development, and human resource planning. properly and regulations/activities that help align employees with the common goals of the company.
How to build a human resource management process in the company
Human resource management is an important activity in the enterprise and also a difficult problem for managers to find effective management solutions. Depending on the company model, organizational structure with different management methods, each company will have different human resource management processes.
In general, the human resource management process includes the following basic activities:
Stage 1: Establishing regulations, personnel recruitment system
Regulations on personnel management
The development of reasonable and appropriate policies plays an important role in connecting a good relationship between employees and company leaders. Depending on many factors, each company will have different management regulations, but in general, they all aim to ensure that the company's employees have a comfortable spirit, work in a safe and positive environment with benefits. fully material.
These regulations include:
- Recruitment policy: based on three contents including recruitment policy, new employee orientation policy and probationary policy.
- Policy on training and developing human resources: is established to improve the capacity and quality of the staff through making and implementing business-oriented training and development plans.
- Remuneration and salary policy: including salary and bonus policy (employee benefits, payment methods, pay cycle, ...), number of holidays, leave and travel and convalescence regimes.
- A correct management regulation helps businesses avoid possible risks in management, ensures that the company is complying with the law and good incentive policies for employees will help the company earn profits. attract more talent.
System of internal normative documents
An important and indispensable activity in any human resource management process is the construction of an internal grammar system in the enterprise. This system includes a total of regulations, processes, regulations and documents that are generally mandatory in each enterprise, each field of activity or each specific behavior.
- Internal document system includes two types as follows:
- Institutional documents: include policies, regulations, regulations, procedures. manuals and manuals.
- Special documents: include ordinary special documents (designations, decisions, official letters, notices, rules, ...) and professional exchange documents (dispatchs, notices, reports, minutes, etc.), reports, projects, business letters, etc.
- Building the right system of internal normative documents is important because this is considered a legal corridor to support the operation and management of activities to help leaders manage at a macro level without interfering. too deeply into each person's work, helping internal employees to coordinate activities, adjust their behavior and thoughts appropriately during the working process.
Building and developing corporate culture
Corporate culture is the entire cultural value built up during the longevity and development of an enterprise. They become important rules and practices in any activity of an enterprise, and corporate culture governs the behavior and thoughts of all members of the organization in pursuit and implementation of goals. enterprise purpose.
- Each company has a different process of formation and development orientation, so corporate culture will make a difference compared to other businesses. However, to make that difference needs to be based on 2 factors:
- Mission and vision: includes the phased goals that the business sets during its operation.
The current values that the company has: including human resources, working environment, form and method of working, customers, communication culture.
To build a positive corporate culture that meets the human resource management process more effectively, the following steps should be taken:
- Determine the point of view, goals and direction of company activities.
- Drafting and building different aspects of the business through unifying a code of conduct for individuals in the enterprise, including regulations, regulations, slogans, vision, mission, and core values, business philosophy, human resources team.
- Evaluate the process of implementing corporate culture.
- Consolidate and appropriately adjust aspects of corporate culture.
Stage 2: Implement the human resource management process
Step 1: Recruiting staff
This is the first activity that plays an important role in the human resource management process of the enterprise. Depending on the vacancy, company requirements, structure and regulations of the company, this process is applied flexibly, may vary from company to company and does not follow a common framework.
Managers need to build a strict and consistent recruitment process to bring about high recruitment efficiency with the following common steps:
- Planning recruitment: vacancies, how long to recruit, requirements set for candidates, ...
- Recruitment notice: compose recruitment notices and select mass media for deployment.
- Collection and selection of resumes: select the most suitable resume for the job position and schedule an interview.
- Preliminary interview: schedule appointment with selected profiles to re-determine the information in the candidate's profile and continue to exclude unsatisfactory resumes.
- Test: Check the qualifications of employees through tests depending on the requirements of the vacancy.
- Selection interview: exploiting more information about employees and negotiating salary and bonus issues, the company's regime.
- Apprenticeship: candidates need to go through practical challenges during the probationary period so that employers can assess whether they meet the job needs or not.
- Recruitment decision: The employer selects the most suitable candidate, signs the contract, explains and answers the candidate's questions.
Step 2: Training and developing human resources
In fact, the competition between enterprises is actually competition for the quality of human resources. Understanding that importance, human resource training and development is considered a long-term investment strategy and is implemented in a consistent and planned manner.
Through that, employees will better understand the nature of the job, master and update more necessary new knowledge and skills. Thus, employees will have a sense of responsibility, work motivation and increase their ability to adapt to the technological environment, changing job requirements, thereby having higher promotion opportunities.
To perform well this activity requires enterprises to have an effective training and human resource development process. This process includes the following steps:
Determining training needs
There are 3 approaches to help identify specific training needs as follows:
- Organizational level analysis: includes identifying support and support from leaders, peers, organizational strategy, and training resources.
- Performance-level analysis: includes developing a list of tasks, identifying the knowledge, skills, and attitudes needed for the job.
- Analysis at the individual level: through the assessment of work results, the knowledge, capacity and attitude of each individual helps to recognize different problems in training.
To assess training needs, many different methods can be used such as interviews, questionnaires, test and analysis of work group problems, through analysis of work reports, evaluation of results.
Determining the right goals and training needs helps to improve the effectiveness of training and human resource development, creating conditions for employees to develop and demonstrate personal capacity to meet the needs of the job.
Construction training program
A training program is a system of subjects and lectures to help convey the right knowledge and skills to employees in accordance with the set training goals. When designing a training program, the following factors should be considered:
- Identify the right training content and arrange and classify according to an appropriate system.
- Develop principles for feedback, practice, meaning of training with employees, participation, and application of learning.
- Consider the number of students suitable for the training program.
- Consider the limitations of the organization such as financial issues, teaching staff, time, and facilities needed to decide whether to train at the company or from outside.
- Identify appropriate training methods for different training contents, including information-receiving training, skills training, and communication skills and attitude change training.
Carry out the training
The goal of the training process is to change and improve the students' knowledge, skills, behaviors and attitudes. With different goals and levels of training there will be different suitable methods:
- Training managers and specialists: case study method, conference method, intern, audio-visual technique, management game, behavioral model, desk training, etc.
- Training direct production staff/professional staff: apprenticeship training, on-the-job tutoring, formal training or methods of using simulation tools, etc.
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