Exploring Human Resource Management: How Does It Balance Employee Satisfaction and Organizational Goals?

The scope of Human Resource Management

The scope of Human Resource Management is a wide and vast aspect. It contains every detail regarding the workforce, such as recruiting, engagement, development, control, etc. The main aim is to make decisions in such a way that there is a complete balance in terms of employee satisfaction and reaching goals in alignment with the organization.

Characteristics of HRM

This scope of HRM mainly relates to three characteristics:

Personnel Management

The workforce is handled from the start to their leaving from the organization. It refers to the handling of employees' activities like salary disbursement, transfer, recruitment, planning, staffing, onboarding, promotion, etc.

Welfare

Employee satisfaction leads to more employee engagement. They are provided with medical, transport, meals, insurance, job security, entertainment, etc. These provisions ensure that the workplace is stress-free so that employees have a positive notion and contribute more.

Industrial Relations

The relationship with the employees is a fundamental aspect. It should be ensured that their needs and problems are addressed properly. Joint consultations, settling disputes, and listening to the lower levels of the organization fall under this category.

For better HRM functionality, there is a need for HR Software that helps concentrate on tasks effectively while carrying out fundamental responsibilities, saving time and money simultaneously.

The 10 major scopes of HRM include the following:

Scope of HRM

Budgeting
Job Analysis
Recruitment
Onboarding
Payroll
Training
Operations
Engagement
Grievances
Compliances

Let us discuss the scope of HRM in each of these aspects of human resource management.

1. Budgeting

Budgeting or planning refers to the process of assessing the company's resources and defining the job roles. This process considers the numerous resources available in the company and allocates a budget for each job position while clearly defining their roles and responsibilities. Human resource planning also includes the various resources associated with employee management such as manpower planning, training and development, compensation and benefits structure planning, productivity improvements, rewards and recognition, expense management, and more. HR planning also includes future budget allocations for new jobs and the workforce required to undertake those jobs. Hence, it efficiently matches the supply and demand of the company's workload with the staff, ensuring that the work is completed within the prearranged timeframe.

2. Job Analysis

Job analysis and evaluation help the HR team understand the basic construct of a job, such as the basic responsibilities of a specific role, the qualifications and experience required to undertake it, as well as the remuneration to be provided for the work undertaken. Job analysis also deals with matching the skillset of the candidates for a specific role with the job role, making it easier for the recruiters to employ them. It also considers the finances of the company and allocates adequate resources for each position. Job analysis also helps in arranging training and development programs for the staff who are placed in a specific position, ensuring long-term retention.

3. Recruitment

Now that we have covered the job analysis process, we need to discuss recruitment and selection as it deals with searching for the right candidate for a job role and recruiting them for a specific role. It includes posting the jobs on various job boards, both online and offline, after creating the perfect job description to attract the relevant talent. The scope of human resource management in recruitment and selection also includes interviewing the candidates who respond to the job posting, assigning them tasks for assessing their skills, and providing them with offer letters. The process also includes freeing the interviewers from their daily tasks to help them conduct the interviews, as well as arranging for any specific requirements from their end.

4. Onboarding

Onboarding and induction also come under the scope of human resource management since it provides the recruit with a clear idea of things to come. Having a clearly defined onboarding routine enables the HR team to provide the new employee with an overview of the company and their daily roles and responsibilities. Having a robust onboarding process enables the HR to help the new joiner get acquainted with their new job profile and understand their company better. It also helps them understand the company culture and work ethics. Additionally, it ensures that the recruit is aware of the company ethos and understands their daily responsibilities well.

5. Payroll

It is a well-established fact that payroll is the primary motivation for most employees to come to work. Hence, payroll management is another aspect of employee management that comes under the scope of human resource management. It includes various processes related to employee compensation and benefits such as collating the payroll cycle input data, calculating the compensation and benefits based on this data, and disbursing it through the preset methods. Payroll management also deals with adhering to statutory compliances, which helps the company avoid hefty fines. Once the payroll for an employee is calculated, the HR is required to deduct taxes from it and pay it to the Government.

For more details: 10 Major Scope of HRM or Human Resources Management