Human Resource management: everything you need to know!


human resource management


Human resource management strategically manages all human capital in a company; aligning organizational objectives with employees’ personal goals satisfaction.

From the perspective of human resources management, employees are the main asset of an organization; also known as internal customers. Therefore, it is up to the HR manager to take this vision to his or her colleagues. 

According to the Robert Half Trust Index, which maps the feeling of employed and unemployed professionals in relation to the current and future job market, 41% of respondents said that having a good relationship with their direct manager creates a feeling of satisfaction among collaborators.

This indicates that the HR manager should encourage other heads of departments to work closely with employees. In fact, this is one of the future perspectives on the human resources department.

In this context, for a company to stand out in the market, it needs to offer an incredible experience for employees from day one.

To help you out, we have highlighted several pieces of information that are essential for making your company’s human resources management much more strategic. Keep reading!

What is Human Resource management?

Human resources is responsible for building a more harmonious and advantageous relationship between the company and its employees. To do so, the HR manager must find common ground so that both can benefit. From the perspective of the organization, it is important to keep in mind the strategies and desired results.

Nowadays, much is said about a new way of Human Resources Management, which  focuses on collaborating to achieve company’s results rather than more commonplace issues.

After all, happy and motivated employees are more productive for the organization and, consequently, generate profit for the business. It is up to the human resources manager to find room for improvement. 

In other words, the human resources team can go much further than just hiring new talent and dealing with the payroll processes. Now more than ever, people management has become a key element in achieving results.

Strategic human resource management, for example, is capable of promoting employee development through a strategic 9 Box Matrix and creating a feedback culture to achieve continuous improvement, for instance.

What does a human resource manager do?

See how the mind of a good HR manager works:

An HR manager is the person held responsible for thinking about the company’s human resources in a highly strategic way, aiming to optimize processes, create better working conditions and bring improvements into the business.

It is worth mentioning that the HR manager must have a macro and micro view of the company, that is, understanding how daily tasks are carried out. Then, they will be able to create a more humane selection process and dismissal protocols that are less stressful for the employee.

In addition, he or she must always keep up to date on news that may appear in the market and that would benefit the organization as a whole. Among the main activities of the HR manager we can mention:

  • recruiting and selecting candidates;
  • provide training and development opportunities for employees;
  • keep an eye to the competitors’ compensations and perks;
  • develop a career plan for employees;
  • create strategies to improve organizational culture;
  • create and promote a strategic benefits management;
  • track indicators to understand turnover.

To sum up, an HR manager should have a good command of the operational issues related to the company’s activities, as well as a strategic and innovative view to improve the organization’s processes.

It is important to say that it is up to the HR manager to align the interests between employees and the company, preventing people from having their expectations unfulfilled by the organization.

Where does a human resources manager work?

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The human resources manager usually works at large companies, but can also work in smaller ones and even in consultancies, specializing in professionals’ placement. 

It is also essential that the human resources management leader has a humanized perspective of the country’s situation, seeking to bridge the gap between the company and potential new employees. 

Also, he or she has the mission to keep the company’s reputation, as well as being the first contact between a candidate and the organization. Normally, the first stage of a job interview is done with the HR recruiter and only then, with someone responsible for the specific area of interest.

How much does a human resources manager make?

The salary of a human resources manager usually varies accordingly to their seniority, background and experience. On average, it ranges from £27,399 up to £67,642, depending on the company size (source:

Large companies tend to pay higher salaries to these professionals. Below, you will find a matrix that shows the average salaries according to the professional’s level of specialization and the size of the company.

According to the Indeed Career Guide, this is the HR average salary per role:

  1. Assistant – £21,801 per year
  2. Officer – £26,085 per year
  3. Coordinator – £26,323 per year
  4. Advisor – £29,993 per year
  5. Generalist – £34,198 per year
  6. Consultant – £38,653 per year
  7. Manager – £40,586 per year
  8. Business Partner – £44,369 per year
  9. Director – £69,610 per year

It is important to emphasize that these are average salaries, and they can be higher, especially in the case of multinational companies.

Human resource management is an area that is constantly evolving. To learn more about these changes, watch this video on HR 4.0:

Are there courses to work in Human Resources management?

Until some years ago, there were no human resources management courses available, at least, not specific HR courses. So, whoever wanted to invest in a HR manager career would need to study the main Business courses, and only then specialize in Human Resources management.

However, over time, new courses were developed, and nowadays there are alternatives, from technical courses to associate degrees, or even extension courses for those who want to become a required HR manager in the job market.

Regardless of your choice, they usually last about two years, and you can choose between online or on-campus education.

The subjects taught during the HR courses range from Administration to Labor Legislation. It is necessary to at least have a general knowledge and some years of experience to fill leadership positions within the HR area.

Why is human resource management so important?

The importance of human resource management relies on the fact that this is the team that connects the organization to their employees. That is, it is the department that aligns the expectations and desires from both sides.

In the past, only a few companies cared about the need for the organizational culture to fit the employees’ goals. However, given the increasing competitiveness in the labor market, this scenario is constantly changing.

With the rising concept that a company needs to provide an increasingly harmonious environment to their people, as well as promoting a balance between the organizational culture and employee expectations, the HR manager has been gaining a relevant role in the market.

As it turns out, the human resources area has been growing each day and now, concepts such as People Analytics help to optimize the entire company. This happens because this methodology combines technology and collected data analysis to create a customized individual experience for each employee.

This is the case, for example, of carrying out a performance review with the help of a  softwares capable of using forms to run performance analysis, monitoring the main indicators and applying surveys to improve its results.

What is the role of the HR manager in a company’s selection process?

Recruitment is a key step if you want candidates to have a positive first impression. Even if they are not selected for the position, the candidate and potential future employee can leave the process having had a good experience.

In fact, one of the most criticized aspects by candidates for job vacancies is the lack of feedback from companies after the selection process. Those that commit themselves to reply back to all candidates with a proper answer, no matter their results, stand out in the market.

Especially because this is a way to humanize the selection process, a responsibility held by the HR department. 

In addition, it is essential to observe details of the recruitment processes, in order to make them even more efficient and also to gain the candidates’ empathy. Use the list below to track and analyze your selection process experience.

1. Take the candidate’s experience into consideration

Candidate’s experiences during the selection process says a lot about the image they will have of your company (whether they end up hired or not). Currently, many people talk about applicant experience strategies that can be used to improve the selection process.

One of the most used techniques consists of seeing each candidate as a customer. The organization then starts to think about developing a more humane communication that aims to improve the relationship between the company and the candidates. This experience can benefit both sides.

It prevents the rise of brand detractors and helps to reduce the anxiety caused by the absence of feedback. In this context, even professionals who were not hired in the selection process might become true promoters of the brand.

2. Integrate processes and people

Through an efficient recruitment and selection process, a greater connection between people and processes is formed. In this sense, all managers and candidates will refer to the same source, that will be always updated as each new step is taken.

Not to mention that a really good human resource management software can help in reducing operational issues, promoting a greater synergy between companies and professionals, which leads to more efficient and less costly work. 

3. Identify gaps

During the selection process, HR managers map skills and identify possible gaps within the candidate. As a result the process is more efficient and effective. 

Having recruitment software is key at this stage, as it offers good mapping solutions, in order to help the company to be more agile and able to analyze and categorize candidate’ skills. 

Transforming the company’s human resources management

In order to transform your company’s human resources management and make HR a true protagonist, it is advisable to invest in technology that will improve processes as well as the managers’ view.

A good software is capable of granting autonomy to a strategic HR team, providing a broad and consolidated perspective, so that decisions are taken more assertively and within humane processes.

When we talk about processes, we mean the cultural fit that can be added to the performance review. It can be done much easily or even automated. Not to mention, useful tools can stimulate the feedback culture.

Whether for those who are participating in a selection process, or for the ones who are already company collaborators, feedback is essential; employees can identify their strengths and weaknesses and find room for improvement.

When it comes to talent management software, STRATWs One stands out, as it can handle talent management with automation and AI.

Turn the HR department into a true protagonist that encourages a feedback culture and the development of high-performance teams. Schedule a free demo, you will be taken aback.

Schedule a free demo of Siteware’s strategic management software: STRATWs One