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Management

Analysis of human resources management (HRM) system

The criteria for assessing the state and the trends in its change are of fundamental importance for the analysis of the human resources management system.

The main criteria that can be used to assess the state of the human resources management system or the trends in its change are:

The human resources management system that was applied in the enterprise or organization, unit, or group in the previous period; Reference: “Requirements for the Human Resources Management (HRM) system“, https://eduwiki.me/requirements-for-the-human-resources-management-hrm-system/

Human resource management systems used in leading companies in the country with proven efficiency of their operation;

Human resource management systems applied in leading foreign companies with proven efficiency of their operation; Reference: “The Perception of Human Resource Management (HRM)“, https://www.kosovatimes.net/the-perception-of-human-resource-management-hrm/

The principles, rules, requirements, criteria, norms, structures, and procedures for human resource management, are derived and recommended in the literature or theoretically developed systems, which are based on these principles, rules, requirements, criteria, norms, structures, and procedures ; Reference: “Effective Human Resources managers successfully perform leadership functions“, https://scrumtime.org/effective-human-resources-managers-successfully-perform-leadership-functions/

The choice of the criterion for evaluation of the analyzed human resources management system is made by the management of the enterprise or organization and depends, on the one hand, on the objectives of the analysis and, on the other hand, on the information with which it has. Reference: “Human Resources Management (HRM) and Personnel Management“, https://www.mmrls.org/human-resources-management-hrm-and-personnel-management/

Conclusions from the analysis of the human resources management system

The conclusions from the analysis of the human resources management system reflect the reasoned attitude to their condition and to the changes that take place in them.

They must answer the question of whether the human resources management system, which is analyzed follows the strategy and policies of the enterprise or organization in this area and achieves its strategic objectives. Reference: “Moral Aspects of Human Resource Management (HRM)“, https://medfd.org/moral-aspects-of-human-resource-management-hrm/

When the analyzed human resources management system does not correspond to the strategy and policies of the enterprise or organization in the respective field and does not ensure the optimal use of human resources, the conclusions of the analysis should characterize the specific shortcomings of practice and the impact they have on the degree of utilization of available resources. Reference: “HR management in HR departments and organizations: psychological problems“, https://bpedia.org/hr-management-in-hr-departments-and-organizations-psychological-problems/

The conclusions of the analysis should also indicate the specific proposals for what needs to be changed in the human resources management system to achieve the strategic goals of the enterprise or organization. Reference: “Human Resource Planning in organizations“, https://www.kievpress.info/human-resource-planning-in-organizations/

As a result of the analysis of the human resources management system or its separate components, conclusions can be made about the need to make changes in:

  • The overall human resources strategy;
  • Separate functional strategies for human resources;
  • Human resource management policies;
  • Human resources plans; Reference: “Personnel management styles in Human Resource Departments”, https://wikipedia-lab.org/personnel-management-styles-in-human-resource-departments/
  • The human resources management system;

Individual components of the human resources management system;
Other elements of the management of the enterprise or organization, etc.

The conclusions from the analysis of the human resources management system or its separate components must be:

An immediate consequence of analysis is to reflect the facts as they are, not what analysts think of them; Reference: “Human resource management (HRM) as a theory“, https://pgov.org/human-resource-management-hrm-as-a-theory/

Comprehensive, ie. to cover all components of the human resources management system, as well as all conditions and factors that have determined the respective state and development;

Clearly and precisely formulated and contain the actions that need to be taken to overcome the identified weaknesses;

Aimed at the strategic goals of the enterprise or organization, their practical implementation should lead to the achievement of these goals;

Substantiated in terms of those principles, rules, regulations, and requirements that have proven their benefits in the practice of leading countries and enterprises, and organizations;

Realistic and feasible, following the obligatory restrictions of the enterprise or organization in the field of human resources management, as well as with its supposed possibilities for their implementation; Reference: BVOP Certified Human Resources Manager, https://bvop.org/humanresources/

Open for further study of individual countries, elements, or objects of human resources management, if this follows from the analysis.

When formulating the conclusions from the analysis of the human resources management system, a distinction must be made between the conclusions that follow directly from the facts and their assessments in the analysis process, from the conclusions that result from the personal judgment of those who performed the analysis.

This will help to make informed decisions about making one or another change in the human resources management system or some of its components.

The main place in the conclusions of the analysis is occupied by what is expected from the implementation of the proposals. In them, along with everything else, the following basic questions must be answered:

  • What shortcomings of the existing practice of human resources management will be eliminated
  • What impact are the proposed changes expected to have on the work performance of employees
  • What economic results can be expected from the changes proposed in the human resources management system.
  • What social results can be expected from the changes offered in the human resources management system.
  • What difficulties could be expected in the implementation of the proposed changes and what is the probability of their occurrence What specifically needs to be done to reduce the likelihood of the anticipated difficulties?

The conclusions from the analysis of the human resources management system can be minimal, maximum, and optimal.

The minimum conclusions are the minimum set of proposals that must be taken into account when making appropriate changes in the human resources management system and the expected economic and social impact of this.

The maximum conclusions cover the full range of proposals that need to be taken into account when making appropriate changes to human resource management systems and the expected economic and social impact of this.

The optimal conclusions cover that part of the proposals that can ensure the optimal use of available resources following the strategic goals of the enterprise or organization and the expected economic and social effect of this.

This grouping of the conclusions from the analysis of what needs to be improved in the human resources management system allows the management of the enterprise or organization to choose the option of a solution that corresponds to its strategic goals.

REFERENCES

Forecasting, changing, or developing new strategies and policies

Forecasting, changing, or developing new strategies and policies, as well as developing a new or improving an existing human resource management system is a costly activity.

This necessitates the conclusion of the analysis of the human resources management system to contain sufficient information on the scope, volume, and quality to make it possible to make an economically and socially reasonable decision on what needs to be done in this area.

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