Human resource management at organizational level

There are many aspects of human resource management. Some organizations may feel overwhelmed and unsure about where to start making improvements. This is particularly the case for organizations that do not have a team or department specifically responsible for human resource management.

Where there is no specific team, it is worth considering giving someone responsibility for aspects of human resource management as part or all of their role. There are many benefits of having a member of staff with ownership of human resource management. For example:

  The organization can be kept up-to-date on legal issues.
  A coordinated approach can be taken with regard to strategy, policy and practice. This helps to ensure that the organization has a fair and consistent way of treating its staff.   Staff have access to good advice on issues relating to staff.
  Salaries are fair and consistent.
  Good policy and practice can be put in place.
  Job descriptions can be kept up-to-date. Staff and line managers then know what to expect and performance can be measured successfully.
  Recruitment procedures can be thorough and enable the best people to be recruited.   Staff briefing and induction is planned and well organized.
  As the organization shows it thinks human resource management is important, staff feel valued and encouraged to stay with the organization.

Some organisations may be large enough to establish their own team that is responsible for human resource management. In this case, it is important to gain permission from the leadership of the organisation first, including the Chief Executive Officer and the board. It may be necessary to inform them of the benefits of human resource management in order for them to understand its importance. It is worth noting that some donors will provide funding for activities related to human resource management.

Where to start

This book outlines the main areas of human resource management. Some areas will need to be addressed first as they have a direct impact on others. For example, it is important to establish a good grading structure in order to set fair salary levels. The table below shows the different areas of human resource management and what they are dependent on. Most areas depend on a good grading and salary system, so this is usually a good place to start. It is best to address human resource management one bit at a time. There may be some areas that do not take long to address, but which can have a big impact. For example, ensuring that line managers hold regular catch-up meetings with their staff and developing an appraisal form for them to use, can have a huge impact on staff performance.

Good staff planning, organizational structure, job descriptions and job
evaluation
Grading, funding, organization’s values, payroll, tax, social security, pay slips Common practice, funding, organization’s values, types of benefits such as medical, leave, allowances
Organization’s priorities and needs, staff planning, good recruitment practice, grading, salary, benefits, employment contract
Recruitment, performance management Recruitment, briefing, timely catch-ups and appraisals
Grading, salary, benefits, discipline and grievance policies, recruitment, national law
Organization’s priorities, needs and values, recruitment, performance management