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The Human Resource Management textbook provides you with an easy way to learn basic HRM theory, augmenting your human resources skills. In general, Human Resource Management is the process of recruiting and selecting employees, providing orientation and induction, training and development, evaluating employees (performance of appraisal), providing compensation and benefits, motivating, maintaining good relations with employees and with unions, maintaining employee safety, welfare and health measures in accordance with the employment laws of the country.

Another theory states that human resource management (HR or HR) is a strategic approach to the effective and efficient management of people in a company or organization in such a way that they help their business gain a competitive advantage. It is designed to maximize employee performance in serving the strategic objectives of the employer. Human resource management is primarily concerned with managing people in organizations, with a focus on policies and systems. The HR department is responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewards management, such as managing employee pay and benefits systems. HR is also concerned with organizational change and industrial relations, or balancing organizational practices with requirements arising from collective bargaining and government legislation.

The overall goal of human resources (HR) is to ensure that the organization is able to achieve success through people. HR professionals manage the human resources of an organization and focus on implementing policies and processes. They may specialize in finding, recruiting, selecting, training, and developing employees, as well as retaining employee relationships or benefits. Professional training and development ensures that employees are trained and have ongoing development. This is done through training programs, performance evaluations, and reward programs. Employee relations deals with employee concerns when policies are violated, such as cases involving harassment or discrimination. Manage employee benefits including developing compensation structures, parental leave programs, discounts, and other benefits for employees. On the other side of the field are HR generalists or business partners. These HR professionals can work in all areas or be a labor relations representative working with unionized employees.

HR is a product of the human relations movement of the early 20th century, when researchers began to document ways to create business value through strategic management of the workforce.[6] Initially dominated by transactional jobs, such as payroll and benefits administration, but due to globalization, company consolidation, technological advancements, and further research, HR in 2015 focused on strategic initiatives such as mergers and acquisitions, talent management, succession planning, industry and employment relations, and diversity and inclusion. In today's global work environment, most companies are focused on reducing employee turnover and on retaining the talent and knowledge possessed by their workforce.[citation needed] New hires are not only high-cost but also increase the risk of new hires being incapacitated. to adequately replace the previous employee's position. The HR department strives to offer benefits that will appeal to workers, thereby reducing the risk of losing employee commitment and psychological ownership.

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