Human Resource Management – HRM
Introduction to topic Human Resource Management.
In many years focus has increased on the concept; Human Resource Management (HRM). Companies and organizations have gained better insight in how to hire the absolute best qualified candidates for a position, making sure that benefits together with personal and professional development were solid elements built into the organization’s DNA.
All of the disciplines within an HR department come together under the term “Human Resource Management”, and in the Adcommodo platform many Solutions and Services partly or completely support HRM.
Employee administration
How does an organization have an updated view of its employees? How do they work with every individual, team or department, in order to secure optimal staffing now and going forward. Which employees are considered as “key personnel” and can the organization obtain valuable synergies building cross functional high performing teams. This is what employee administrations are mostly about.
Many companies and organizations are looking into tools and systems trying to build predictive analytics into hiring needs locally and internationally. A company might know today what it takes to run its business with the current staff, but who and how many are needed over the next few years. Should we bring down the total number of employees or increase? If so, who and which departments?
Recruiting of new employees
It is not a secret that it is expensive to both recruit but also hire and introduce a new employee to a company or organization. Most companies spend a lot of money on locating the perfect candidate for a position and do whatever they can to ensure that each candidate not only matches in the needed competencies, but also match the company’s cultural profile. Another hiring method is often also to test the candidates with an actual business profile. The method takes longer, but often reveals other candidates that normally would have been deselected on their CV’s.
Business does all they can, to not fail in hiring the wrong candidate. Restarting the hiring process does not only cost lots of money, but send negative signals into the organizations.
Onboarding and offboarding
Successful onboarding is a must. How do companies build a successful onboarding each time they recruit. How do they measure the onboarding and can a business copy specific elements that work and replicate it to other hirings.
Onboarding and offboarding is also crucial for many businesses. Not only as an element of making a good impression for the employee leaving the company, but for all existing employees still working in the company and continuing to do so.
If a business has poor offboarding and treats leaving employees very negatively, there is a big risk that many others will leave the company shortly after.
Both onboarding and offboarding are today a big part of a company’s DNA and brand.
Upgrading employees
Want to hang on to key personnel? The answer is: Develop them. Companies that do not develop their employees might miss out compared to the competition but also experience a much higher employee churn compared to other similar companies.
Most employees require further education, new challenges or other positions in order to develop their personal and professional skills. Continuous employee upgrading can only benefit the company they work for.
Employee surveys (eNPS)
Keeping up with your employees. Just like gaining insight on customer satisfaction, employee satisfaction is just as important, if not more.
How do a company survey its employees to an extent that the company obtains valuable satisfaction information, but not scare off employees thinking they are being constantly monitored.
Adcommodo search categories
- Human Resource Management (HRM)
- Employee Administration
- Employee survey
- Employee Net Promoter Score
- Salary & Payroll Management
- Compensation Management
- Expense, Travel and Milage
- Learning Management System (LMS)
- Onboarding & Offboarding Management