Human resources management: a closer look at the role and activities of the HR department
From very small businesses to large groups, whatever the size of your company, human resources management is an essential function in the success and development of your organisation. It is the driving force behind the implementation and management of your overall strategy , so that you can remain successful and achieve your objectives.
What exactly does human resources management cover? What is its role and what fields of action characterise it? How is HRM evolving? This article sheds light on this pivotal function in a company's success and reviews the main activities of an HR department.
Definition of human resources management
Human resources management (or HRM) refers to all the systems put in place to organise, make good use of and develop human resources, i.e. the individuals who work in an organisation.
Whereas personnel management focuses on purely administrative aspects, HRM is more global. It is concerned with managing and administering everything to do with the company's staff, whatever their profession or status.
This personnel management also includes the dimensions of listening, supporting and advising that are essential for managing women and men.
💡 Good to know: today, with the growing number of tasks that fall to HR, its processes need to be automated. That's why HR managers are increasingly turning to specialist software.
For example :
- Bizneo HR Suite is an all-in-one HR suite with more than 16 modules covering the entire employee lifecycle and reducing talent management operational processes by up to 35%. The suite provides complete, integrated management of HR tasks, from recruitment with its ATS, to time tracking with various clocking methods, automating the calculation of payroll variables.
- Eurécia is a flexible, scalable HRIS, comprising 6 modules covering all your human resources management processes (time management, talent management, leave and absence, HR portal, etc.). Available ' à la carte', this software suite enables companies of all sizes to build a solution that really suits their needs and integrates perfectly into their working environment.
- HiFiveWork makes life easier for managers by automating and securing the administrative management of employees: saving time, meeting deadlines for distributing and collecting information, and ensuring reliable exchanges.
- kiwiHR is a comprehensive HRIS for SMEs. Its aim? To digitise HR processes and improve the employee experience. It includes a wide range of functionalities: leave and absence tracking, employee management, time and activity tracking, payroll preparation, and more. The result is fewer time-consuming tasks and more time to focus on high value-added tasks.
The role and challenges of human resources management
The main aim of human resources management is to ensure the long-term future and growth of the company, by getting the best out of its employees. Its role is multi-faceted, combining strategic, social and administrative functions.
This is reflected in the performance of several key tasks:
- strengthening the company's strategy by implementing an HR policy ;
- optimising the company's productivity on the basis of its human resources by working to promote their effectiveness (including the development of skills, motivation, etc.);
- managing and supporting change (including skills development, training, etc.);
- organising and administering staff on a day-to-day basis (including payroll management, administrative tasks and compliance with legal obligations).
💡 The trend is for well-being at work to play a growing role in HRM: employees are increasingly looking for fulfilment, meaning in their work, recognition and empowerment.
What are the activities of the human resources function?
Personnel administration
Personnel administration covers essentially administrative activities, such as :
- managing leave and absences,
- time management
- payroll management
- managing the single personnel register, etc.
Between the management of employment contracts, medical examinations and social declarations, obligations linked to the Labour Code or the collective agreement, such as the application of the day of solidaritythis area of HRM requires a sound knowledge of the regulatory and legislative aspects and constant updating of the latest legal developments to ensure HR compliance.
Tools like Adequasys can simplify the day-to-day work of HR. No more wasted time: all personnel data is centralised in one place and your most time-consuming processes are standardised and automated!
Remuneration policy, which affects both pay and employee motivation, is also part of personnel administration and must be integrated into strategic plans. Developed on the basis of what the competition is offering, it enables the company to remain attractive and retain its talent.
Recruitment and integration
Recruitment is one of the key human resources activities that contributes directly to a company's performance. It involves identifying the company's needs and finding the talent to meet them. From defining a relevant job description to selecting the ideal person, a well-structured recruitment procedure provides the necessary efficiency.
As well as acquiring staff, it's also a question of retaining talent, starting by finding the right incentives and organising their integration into the company.
A tool like monday.com HR can help you to onboard new recruits as quickly and smoothly as possible, offering them a seamless integration process.
Skills management
One of the key functions of HRM is to manage careers and skills within the organisation. Forward-looking management of jobs and skills (or GPEC) is an approach designed to anticipate and forecast a company's staffing needs , taking into account changes in its environment and its overall strategy.
This anticipatory management of personnel enables informed HR decisions to be taken and flexibility to be demonstrated in an unstable context.
Training management
HR training, or even coaching, is an essential aspect of human resources, which benefits both the company and its employees:
- it meets the company's need for skills to improve performance
- It meets the company's need for performance-enhancing skills, and helps to motivate its employees, who develop their skills, build their careers and feel valued.
This activity includes :
- assessing skills requirements
- drawing up training plans
- managing training initiatives,
- and monitoring indicators following implementation.
Cost management
The HR function also has a financial dimension: the role of human resources professionals is to find solutions to optimise the costs associated with personnel management.
This includes
- negotiating advantageous rates (as for healthcare cover),
- managing staff turnover and absenteeism,
- setting salaries in line with labour market practices, etc.
Social management
Managing social and interpersonal relations is another key activity for human resources, who are the guarantors of good relations between employees, and between employees and their employer.
This takes the form of actions such as :
- conflict resolution
- creating conditions that encourage good communication between employees,
- organising company events (team building, etc.).
HRIS software like Factorial can make HR's day-to-day work easier and reinforce the company's culture. Its internal communication system, allows you to engage, develop and retain your employees, giving you the ability to identify key indicators in real time to improve their experience.
👉 Turn your company into a true employee community !
Performance assessment
Depending on the type of organisation and management style, HR can help put in place tools to assess employee performance, either individually or collectively.
Individual performance can be assessed by :
- defining objectives and KPIs
- and discussed regularly during individual interviews with each employee.
Quality of life at work
Also an integral part of HR management, well-being at work includes all the measures taken to improve working conditions and encourage employee productivity.
Taking care of human capital also means ensuring the company's performance. This attention will focus on subjects such as :
- motivation
- stress management
- risk prevention
- employee benefits, etc.
Developments and prospects in HRM
HRM is undergoing a profound transformation, mainly influenced by two major current challenges: the increasing digitalisation of the professional world and well-being at work.
The use of digital tools, such as HRIS, is making it possible to simplify and automate HR processes. Human resources management can then concentrate on higher added value and strategic missions, such as employee engagement.
It has to be said that the issue of employee engagement represents a major challenge for human resources, at a time when many sectors are experiencing a shortage of talent. Hence the importance of listening more closely to employees' needs. For example, the rise of teleworking, accelerated by the pandemic, has redefined practices by imposing a desire for greater flexibility. This new reality is driving companies to focus more on employee fulfilment and the creation of inclusive working environments.
Finally, the future of HRM will also have to deal with artificial intelligence and analytics, just like any other profession. The aim? To predict trends and personalise the employee experience even further.