Knowra Human resource management Human resource management Human resource management is the organizational function and practice of recruiting, developing, compensating, and supporting employees while managing employment relationships.
Workforce planning : The process of aligning an organization's future staffing needs with its workforce supply. It translates organizational goals into decisions about how many people and which skills to recruit or develop.
Employee training : Planned activities that build employees' job-related knowledge and skills. Training is a direct way HR closes skill gaps and supports effective work.
Personnel management : An administrative approach to managing employees, especially through staffing, records, pay, and rule compliance. It is often contrasted with broader HRM approaches that emphasize strategy and employee development.
Organizational culture : The shared values, assumptions, and norms that shape behavior within an organization. Hiring, rewards, and management practices reinforce or alter the norms employees experience.
People analytics : The use of workforce data and analytical methods to inform decisions about people at work. Its growth raises questions about how HR can use employee data responsibly and effectively.
Recruitment : The process of attracting people to apply for jobs. It builds the pool of candidates that HR selects from to fill vacancies.
Career development : The ongoing process through which people build skills and pursue work-related goals. HR supports employees' growth through development opportunities and career pathways.
Strategic human resource management : The alignment of HR policies and practices with an organization's strategy and performance goals. It is a strategy-focused form of HRM rather than a separate alternative to the function.
Labor productivity : The amount of output produced per unit of labor input. Staffing, skills, and work design influence how effectively employees produce goods or services.
Algorithmic management : The use of algorithms and data systems to assign, monitor, evaluate, or direct work. It tests whether HR safeguards can keep automated workplace decisions accountable.
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