What Is HRM (Human Resource Management)

What is HRM

Human Resource Management (HRM) is the strategic approach to managing people in a business to help achieve its goals. It covers the entire employee journey: from hiring and training to performance management, compensation, and retention. HRM also focuses on creating a positive workplace culture and keeping employees engaged and motivated. While HR professionals play a key role, managers and team leaders are also responsible for supporting and guiding their employees.

Basic Pillars of HRM

• Recruitment and Onboarding: Attracting, hiring, and training new employees.
• Job requirements: Defining qualification and other job requirements
• Compensation and Benefits: Managing pay, benefits, and compliance with labor laws.
• Employee Relations and Communication: Facilitating communication and addressing complaints.
• Employee Development: Identifying training needs and developing career paths.
• Performance Management: Setting goals, tasks and evaluating performance, providing feedback.
• Health and Safety: Ensuring workplace safety and compliance with health regulations.
• HR Administration: Overseeing HR policies and ensuring legal compliance.

What Does HR Work Typically Involve?

HR responsibilities in a small or mid-sized business (SMB) cover a wide range of tasks, including:

• Employee Records & Compliance: HR Administration, or simply HR Operation, Keeping required employee information up to date and ensuring compliance with labor laws.
• Job Roles & Hiring: Defining job positions, finding, selecting, and hiring new employees.
• Payroll & Compensation: Managing employee pay, benefits, and related processes.
• Employee Engagement & Communication: Keeping employees informed, engaged, and connected.
• Workplace Issues & Support: Assisting employees with personal or work-related situations.
• Training & Development: Organizing training and career growth opportunities.
• Health & Safety: Ensuring a safe and compliant work environment.
• Performance Management: Conducting employee evaluations and feedback sessions.
• Offboarding & Transitions: Handling resignations, terminations, and employee exits smoothly.
• HR is not just about paperwork—it’s about creating a productive, compliant, and supportive workplace.

Essential Information for Effective People Management

Managing employees effectively requires accurate and accessible information. Good record-keeping not only supports HR processes but also helps managers make informed decisions without constantly searching through paperwork. Well-organized employee data ensures smoother operations, compliance, and better workforce planning.

Communication with Employees

• Effective communication—both formal and informal—is at the core of Human Resource Management (HRM).
• While HR professionals facilitate many processes, daily communication primarily happens between employees and their direct supervisors.
• Clear, ongoing communication strengthens employee engagement, professional development, and workplace collaboration.

Key Employee Information for HR and Managers

• Every department within a business—HR, supervisors, and payroll—requires different employee-related information.
• HR may need details on job history and training needs, while managers focus on skills and performance, and payroll requires compensation details.
• Keeping all this information structured ensures smooth HR processes and business operations.

Employee Records & Documentation

• Maintaining employee records throughout their employment, from hiring to exit.
• Tracking job details, employment contracts, and key HR documents (e.g., work equipment handover forms).
• Documenting selection and onboarding processes, including hiring decisions and adaptation periods.

Job Roles & Qualifications

• Defining job titles, responsibilities, and reporting structure.
• Assessing whether employees' skills match their roles and identifying gaps in qualifications.
• Ensuring employees have required certifications and meeting regulatory requirements.

Employee Importance & Succession Planning

• Identifying employees critical to business operations and their potential replacements.
• Planning for temporary or permanent absences and preparing alternative solutions.

Training & Development

• Tracking employee training history and future learning plans.
• Ensuring compliance with mandatory training regulations.

Employee Exit & Offboarding

• Managing the handover of work responsibilities, client contacts, and projects.
• Ensuring all company equipment is returned.
• Revoking access to company systems and privileges.

Organizing and maintaining this information helps businesses run efficiently, ensures compliance, and supports both employees and managers in their roles.

Finding Job Applicants

• A key part of HR is searching for job candidates.
• This requires understanding both the job’s needs and the labor market to attract the right talent.
• Sometimes, the best candidates are already within the company, so internal talent searches are also important.
• HR is responsible for posting job openings and managing the hiring process.

Recruitment & Onboarding

• Searching for Candidates: Finding and attracting the right talent.
• Hiring Process: Managing job applications, interviews, and assessments.
• Employee Onboarding: Welcoming new hires and setting them up for success.
• Training & Orientation: Providing necessary training and introducing company policies.

Compensation & Benefits

• Ensuring employee payroll processing
• Processing of the payroll agenda is in-house (handing over to the company accountant) or with the help of an external company
• Developing and administering compensation plans
• Managing benefits programs (e.g., healthcare, retirement plans)
• Ensuring compliance with employment laws and regulations

Employee Relations, Engagement & Communication

• Building Strong Employee Relationships: Actively managing workplace interactions and encourage active employees
• Listening & Addressing Concerns: Gathering employee feedback and resolving issues.
• Supporting Work & Life Situations: Helping employees navigate personal and professional challenges.
• Clear Communication: Ensuring open and effective communication between employees and management.
• Handling Complaints & Grievances: Addressing workplace concerns fairly and professionally.
• Creating a Positive Work Environment: Encouraging engagement, satisfaction, and team collaboration.

Health & Safety

• Maintaining a Safe Workplace: Ensuring a healthy and hazard-free work environment.
• Collaborating Across Teams: Working with other departments to meet safety standards.

Staff Training & Development

• Keeping Employees Skilled & Engaged: Training helps employees grow while meeting company needs.
• Organizing Training & Upskilling: Providing learning opportunities to improve job skills.
• Maintaining Required Certifications: Ensuring employees stay qualified with necessary licenses and re-certifications.

Employee Performance Management

• Creating a Performance System: Setting up a process for evaluating, motivating, and rewarding employees.
• Regular Check-ins & Performance Tracking: Conducting performance reviews and ongoing feedback.
• Setting Clear Goals: Defining performance expectations and targets.
• Providing Feedback & Coaching: Offering constructive feedback to help employees improve.
• Identifying Development Needs: Recognizing areas for training and skill development.

Talent Management

• Identifying and developing high-potential employees
• Succession planning
• Career development and coaching

Employee Departure & Offboarding

• Establishing a Smooth Exit Process: Ensuring a structured and professional offboarding experience.
• Managing Security & Compliance: Handling access removal, equipment return, and final paperwork securely.

Compliance with Regulations

• Following Employment Laws: Ensuring all HR processes and documents meet legal requirements.
• Employment Contracts & Documents: Properly managing contracts and paperwork related to employee relations.
• Workplace Safety & Health: Complying with regulations to keep employees safe and healthy at work.
• Preventing Discrimination & Harassment: Ensuring a fair, respectful, and inclusive work environment.

Why HR Compliance Matters

• HR is responsible for ensuring all regulations are followed—this includes everything from employment contracts and employee safety to qualifications and workplace rights. By maintaining compliance, businesses not only avoid legal risks but also improve employee satisfaction, fostering long-term retention and success.

How Aptien HR StreamlineS Your HR Processes

• Manage Employee Records: Keep all employee information and documents in one centralized, easy-to-access system.
• Plan Employee Development: Track career growth, training, and performance reviews to support ongoing employee development.
• Ensure Legal Compliance: Stay on top of labor laws and regulations to keep your business compliant and avoid legal issues.
• Enhance Employee Communication: Improve communication within your team, making it easier to address concerns and foster a positive work environment.

Aptien HR helps simplify these key HR tasks, saving time and ensuring your team is well-supported and compliant.