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7 Fundamentals Every HR Professional Should Know


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Any firm must succeed with its people. Employee performance for a firm can either be a weakness or a strength. Your contribution to your company's success as an HR professional will be crucial. Effective human resources and management (HRM) is vital for firms of all sizes.  

Here's a breakdown of the foundations of human resource management. 

  • Beginning with a brief explanation of HRM and HR.
  • The seven basics of HR are essential for understanding what HR does.
  • Discussion about a few technical abbreviations, including HRIS (Human Resources Information System).

Human Resource Management: What is it? 

Human resource management, or HRM, is the process of managing people to increase performance. For instance, employees who fit the business culture will be happier, stay longer, and produce more than those who do not. This is why it is essential to seek them when hiring new employees for a firm. Engagement is another case. Engagement among employees boosts output, produces higher-caliber work, and raises customer satisfaction. This suggests that increased employee engagement will be good for the company if it's possible to figure out how to accomplish it. 

The HR division offers the information, resources, instruction, legal counsel, management, and people management essential to sustaining and growing a business. Optimizing business performance through improved human resource management is what human resource management is all about.  

A Human Resource: What is it? 

Using the phrase "human resources" to describe humans could seem strange. All the individuals who work for or contribute to a company in some manners are human resources. These individuals make up an organisation's workforce. They could be contractors or regular employees, for instance. 

More and more people are beginning to work for an organisation on a contract basis without having a standard labor contract, particularly with the gig economy's growth. These individuals consist of freelancers, employees of contract companies, call-in employees, and staff members of temporary assistance organisations. 

While an agency worker may work at 20 different companies in one year, an independent contractor can be employed by the same company for years. These individuals are all involved in the business to various degrees. Hence, their management and levels of participation in the organization should also vary.

 Additionally, the corporation is hiring more and more non-humans, i.e., the rise of robotization. Everyday tasks are increasingly being performed by robots, and human-machine interaction is becoming more and more crucial to the success of the organisation. There is a case to be made that these machines should be included in some form even though they are not called "human resources" because they are a member of the workforce. You need to know about HR management basics before enrolling in human resource management courses in India.  

The seven pillars of HR (Human Resource) 

Several components are thought of as pillars for good HRM policy. These pillars include: 

  • Selection and Recruitment
  • Performance Monitoring
  • Learning and Growth
  • Planning for Succession 
  • Reimbursement and Benefits 
  • Human Resource Information System 
  • HR Data and Analytics

These HR fundamentals are covered one at a time in the following section: 

1. Recruitment & Selection

The two most obvious parts of HR are recruitment and selection. One of the primary responsibilities of HR is to find people and choose the finest ones to work for the business. The organization's lifeblood is its people; thus, identifying the right candidates is significant. Usually, the need for new hiring originates when a new role is created, or an existing post becomes vacant. 

The job description is subsequently forwarded by the direct manager to HR, who then begins hiring candidates. HR might utilize a variety of selection tools during this procedure to locate the ideal candidate for the job. These comprise interviews, evaluations, reference checks, and other selection processes. 

Pre-selection techniques may occasionally be used by HR when there are numerous candidates. These techniques aid in separating the qualifying applicants who are good from those who are terrible. When interviewed and given a more thorough evaluation, the selected applicants proceed to the next round. 

2. Performance Monitoring

Once the staff has been incorporated, performance management becomes vital. The second fundamental of HR is performance management. It comprises helping people be their best selves at work, boosting the company's bottom line. Employees often have a specific set of obligations. Through performance management, employees can receive feedback on their work, helping them to put forth their best effort. 

Official one-on-one performance reviews, 360-degree feedback tools that consider how clients, coworkers, and other connections are appraised, and more informal feedback are some examples.  An annual performance management cycle is typically used by businesses, which includes planning, monitoring, reviewing, and rewarding employee performance. The results of this technique allow for the classification of workers as high against underachievers and high versus low potentials. 

HR and management must work together effectively to manage performance, with HR typically assisting while the direct manager usually takes the lead. Effective performance management is essential. Giving employees the flexibility to realize their total potential boosts productivity, sustainability, and profit margin for a business. Underperforming employees may not be a suitable match for their position or the corporate culture. There may be a need to fire these employees. This is yet another one of HR's fundamental duties. 

3. Learning and growth 

People are the result of their upbringing in a particular nation and time, as well as a variety of cultural influences. Making sure that employees adapt to changes in technology, procedures, and societal or legal changes is a goal of HR learning and development. Learning and development enable employee up- and down-skilling. Effective L&D policies can help the company get closer to its long-term goals. Human resource development is responsible for managing Learning and Development. One of the key HR trends for 2023 is to integrate learning into daily tasks and support staff in acquiring hard and soft skills that support organizational objectives. 

For Learning & Development initiatives, several organizations have set budgets. This funding is then divided among the staff, with trainees, potential leaders, and other high potentials frequently receiving more chances to train than others. A corporation may hire individuals with a variety of backgrounds and skill sets. Employees have a way to fill in skill shortages and grow as leaders thanks to Learning and development. The 9-Box grid is a well-known structure that links performance management with L&D activities. The HR department, in collaboration with management, can recommend various growth programmed based on people's performance and potential ratings. 

4. Planning for Succession 

Succession planning is the process of developing backup plans. If key individuals leave the organization, having a substitute in place in such an event is what succession planning is. For instance, if a key senior manager leaves their position, having a replacement ready will ensure continuity and help the organization save a lot of money. The basis of succession planning is typically performance reviews and learning and development initiatives. A talent pipeline is built because of this. This is a list of capable individuals who can take on senior roles in the event of a vacancy. For effective people management to occur, this pipeline must be created and nurtured. These fundamentals of HR management are covered in HR courses after graduation 

5. Reimbursement and Benefits 

Another component of HR fundamentals is benefits and reimbursements. Fair compensation is crucial for motivating and retaining employees. One of the fundamental concepts of human resource management is to provide justice and fairness in terms of pay. The correct pay offer is a crucial component in luring the greatest people. The budget and profit margins of the business must be taken into consideration. HR should keep track of salary increases and establish merit-based standards.

Additionally, HR might perform a salary audit occasionally. Remuneration includes both primary and secondary income. Direct payment is the primary way of compensation for work; it typically takes the form of a monthly salary and sporadically performance-based compensation. All secondary incentives are non-monetary gains. Additional vacation days, flexible scheduling, pensions, childcare, a business car and a laptop are among other benefits. People should be rewarded in a way that motivates them in this situation. 

6. Human Resource Information System 

The latter two HR fundamentals are tools, not HR practises, for doing HR functions better. The first is the Human Resource Information System or HRIS. An HRIS supports all the pillars discussed above. HR professionals often use application tracking systems, or ATSs, to monitor candidates and employees during the recruitment and selection process. 

Performance management systems are utilized to keep track of individual goals and record performance evaluations. A Learning Management System (LMS) is utilized

 for internal content distribution in L&D, and other HR tools are used to manage budgets and training approvals. Payroll systems are frequently used by compensation professionals, and there are also digital tools that can make efficient succession planning possible. 

Frequently, the HRIS can handle each of these tasks in one place. However, the administration of these features is occasionally divided among various HR systems. The conclusion is that working in HR has a substantial digital component, which is why, when discussing the fundamentals of HR, we must bring up HRIS. 

7. HR analytics and data 

Data and analytics are the final fundamentals of HR principles. HR has significantly advanced towards becoming more data-driven during the past six years. The human resource information system was just discussed as a type of data entry system. The data in these systems can be used to enhance and inform decisions. HR KPIs or metrics are an easy way to keep track of crucial data. 

These exact measurements reveal data regarding a company's success concerning a specific statistic. The term for this is reporting on HR. The primary topics of this report are the organisation's recent history and current situation. HR analytics can also be used to make future predictions. Examples include the impact, employee turnover intention, workforce demands, and the influence of applicant experience (during recruitment) on client satisfaction, among many others. 

HR may increase the number of data-driven decisions it makes by actively measuring and analyzing this data. These decisions are typically more unbiased, making it easier to gain management support. 


You now understand the fundamentals of human resource management. These HR basics are all interrelated. They all interact and have an impact on one another. Think of these seven fundamentals as building blocks; the successful management of the preceding one strengthens each one. Together, these HR basics help an organization's staff perform not just better but at its very best.  

There is more to discover about HR courses after graduation, such as HR best practices, talent management, employee experience, and HR innovation for in-depth HR reading.

Choosing the best educational path is the first step in developing as a proficient Human Resource. By establishing your goals, conducting extensive study, and making an educated decision, you can lay the groundwork for a fulfilling career. Decide intelligently and then confidently move forward to a future full of professional advancement and beneficial effects.

At ITM, we understand the importance of picking the best HR management programme. Our HR courses after graduation provide a thorough education that combines theoretical understanding and practical experience. The ITM teaches students to be proficient through its top-notch teaching experience, commitment to research, and superior facilities. To learn more about this extensive programme, get in touch with ITM right away!


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