Three Key Areas Of HR Management

Human resource management responsibilities can be broadly classified into three broad areas: individual, organisational, and career development.


Firstly, individual management involves helping employees identify strengths and weaknesses, correct the shortcomings that they may have developed during their working life and make the best contribution to the enterprise of the business. These duties are carried out through a variety of activities such as performance reviews, training, and testing.


Secondly, organisational development focuses on fostering a successful working culture and system that maximizes human (and other) resources as part of larger business policies and strategies. This extremely important business duty also includes the creation and maintenance of a change management program, which allows an organisation to respond to evolving outside and internal influences.

Career development

The third responsibility, career development, entails matching individuals with the most suitable jobs and career paths within the organisation, so that talent management becomes integral to a business.

How can you ensure business delivers on these key areas?

Human resource management metrics are an invaluable tool for the executive team to quickly identify areas that may need attention.

For example, business needs to find ways to record and manage employees' motivations, aspirations and needs in order to truly understand what makes them tick. By doing so, business will be able to manage people more effectively but also align individual goals with company-wide goals and strategic objectives. All of which will work towards ensuring the continued success of a business.

Another example is how metrics can help with identifying increased attrition among employees with high potential and successors for mission critical positions. This would immediately highlight that the business is currently at risk of being negatively impacted should any critical employees leave the company.

HR can use this information for strengthening the talent pipeline to ensure that suitable individuals are identified for development within the company or an external search is initiated. And this is the sort of information that every HR Director should be taking to a senior management meeting for discussion. Important analysis is vital - it can indicate future issues, such as challenges and issues impacting negatively on the leadership team, which in turn is translating to lower employee engagement.

To ensure all of this information is readily available it is crucial for business to adopt HR software systems which can help manage, track and best utilise such vital metrics and employee data. This will provide the platform for business to achieve on the three key areas of HR management.
Subscribe to our newsletter
Sign up here to get the latest news, updates and special offers delivered directly to your inbox.
You can unsubscribe at any time

Leave A Reply

Your email address will not be published.