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Human Resource Management and how ISO 30405 can help

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Human Resource Management (HRM) can be defined in a variety of ways, but the central idea focuses on the process of hiring and developing employees so that they become more valuable to the organisation. The term “human resources” was first introduced in the 1960’s when the value of labour relations began to attract attention. In short, this department helps to develop a company’s strategy and handles the organisation’s employee-centred activities. Additionally, HR plays a crucial role in the organisation’s success for the following reasons: 

  • It develops methods to reduce the costs associated with workplace management. This eliminates unnecessary spending which saves the organisation money in the long run.
  • It determines whether employees are satisfied by designing employee surveys, overseeing focus groups and implementing an exit interview strategy to determine how the company can improve.
  • It deals with conflict resolution in the workplace.

Functions of HR Management (HRM)

While Human resource management performs many roles, the five main functions of HRM are as follows: 

Recruitment and selection

Recruitment is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a job. The goal of this process is to attract the qualified applicants while discouraging unqualified individuals from applying for a position. Before starting the process, the organisation must execute proper staffing plans and should determine the number of employees they will need to employ. This all depends on the organisation’s annual budget, as well as its short-term and long-term goals. The recruitment and selection process is key to every business as it reduces the costs of mistakes such as hiring incompetent, unmotivated, and under-qualified employees. 

Employee orientation

Providing new employees with orientation is a critical factor in helping a new employee adjust himself with the employer and his new job. The employee orientation program should include the objectives and goals of the organisation as well as how the employee can help to achieve the long and short-term goals of the organisation. 

The program should help the employee to become familiar with the assigned duties and the exact job description, role, and the relationship with other positions in the business. 

Maintaining Good Working Conditions

Human resource management is responsible for ensuring good working conditions for employees. One of the fundamental duties of the human resource department is to motivate workers while ensuring their health and safety in the workplace. This will lead to an increase in employee satisfaction. 

Managing Employee Relations

Employees are the backbone of a business and maintaining a good employee relationship is crucial. Human resource management has the ability to influence employee behaviour and worker efficiency. Management must prioritise employee relationships by organising social events and in turn become acquainted with employees on a personal and profession level. 

Employee Training and Development

Lastly, training and development are the indispensable functions of human resource management. It is an attempt to improve the current or future performance of an employee by increasing the ability of an employee through educating and increasing one’s skills or knowledge. 

Additionally, the human resource function is also responsible for conducting job analysis, planning personnel needs, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.

 How ISO 30405 can improve recruitment

While every HR department already has set recruitment processes in place, in 2016 the International Organisation for Standardisation released the ISO 30400 series for human resources, which aims to help the HR department improve its own performance as well as the overall performance of the organisation in which it functions. 

One of the standards in this series is ISO 30405 which provides guidance on how to attract, source, assess and recruit people for a position. ISO 30405 can be used by anyone involved in recruiting staff, whether they be HR professionals or not. Other standards in the ISO 30400 series include ISO 30408 which provides Guidelines on human governance and ISO 30409 which focuses on Workforce planning. 

ISO 30405:2016 can be used by any organisation regardless of its industry or size. 

How Wwise can help

WWISE will help your organisation to set up ISO 30405 and can assist with its integration with current management practices and Standards. Our services include the development of the policies and procedures, setting of targets and measuring of results, as well as training of personnel. For more information, call us on (+27) 10 040 7989 or submit a contact form on our website www.wwise.co.za.