Human Resources Management
Human resources management includes the efforts to provide the necessary human resources for organizations and to benefit from these resources effectively and efficiently. In a broader sense, human resources management is the planning and execution of all activities aimed at identifying, hiring, evaluating, remunerating, training and developing the human resources needed by the organization.
Proper management of human capital is important for companies. In this sense, human resources management emerges as an important unit for companies. With the developments from past to present, human resources management has also changed and developed. In historical development, human resource management was first referred to as personnel management. In the personnel management approach, the employees of the company were approached only with business-oriented and financial concerns. This understanding has changed with the effect of globalization and the gradual modernization of societies, and personnel management has been replaced by human resources management. Human resources have certain functions that they need to perform within the organization. These functions can be listed as recruitment, training and development, performance measurement and evaluation, wage and reward management. It is important for the efficiency and development of the company, management and employees that these functions progress correctly and that positive outputs are obtained from the functions. Each function has its own importance. In the recruitment function, the recruitment of people who will benefit the organization, who can adopt the organizational culture, and who are equipped in their field is a situation that concerns and affects the whole organization. In the training and development function, it is also important to provide training that can be useful to the existing human resources employees in every sense. In the performance measurement and evaluation function, accurate performance measurements and evaluations should be made for employees. It is an important function in determining the company's goals, evaluating the work outputs of the employees, human resources planning, and exhibiting fair behaviors towards the employees. In wage and reward management, a fair wage and reward system should be applied to employees. Each of these functions affects each other. In this sense, it is important for human resources management and the organization that the function outputs are correct.
Human resources management is a human-oriented approach. Basically there are not only business and financial concerns. Issues such as employee happiness, loyalty, rights and social relations have also become important for the company. Over time, classical human resources management has also left its place to strategic human resources management. Strategic human resources management differs from classical human resources management in a few points. First of all, the strategic human resources method is a more modern understanding. Strategic human resources want to achieve longer-term results than classical human resources, while classical human resources are more cost-oriented, strategic human resources are investment-oriented, concepts and outputs that are important in the company in classical human resources management, human and information concepts and outputs have come to the fore in strategic human resources while capital and product. In order for the company to stand out in the competitive environment in human resources management and to increase its productivity, the motivation of the employees and their loyalty to the organization have emerged as important situations. It is important that human resources management functions are aimed at increasing the motivation and organizational commitment of employees within the organization. As a result, human resources management is an important unit for the company. It appears as a unit that represents the organization both within itself and outside the organization. Human resources management is a unit that represents and affects the employer brand with its practices. Organizations must keep up with the age and represent employer brands well in order to show themselves in the competitive environment. With the applications of human resources functions, the organization can stand out in the competitive environment.