Human resources management flow

[Human Resource Management Flow]

From
here on, we will explain the flow of human resource management.

In this section, we will learn what human resource management flow is and deepen the understanding of management points in each flow.

Human resource management flow (flow of human resource management) can be roughly divided into three: " inflow ", " internal flow " and " outflow ".

In other words, in corporate organization, people of all levels join, and after working, they are retiring.

The key point in this flow is to respond to the request to " secure talented personnel with appropriate abilities to a proper number of personnel ".

Also, as we respond to that request, it is necessary that each function (recruitment, training, human resource utilization, promotion, promotion, retirement and retirement) of the personnel system is fair and impartial, and it meets social law standards Yes.

What is more important than anything is that decision making in these areas will have a major impact on management planning and decision-making on sales, profits, growth, etc.

In other words, decision making in human resources management will decide the preconditions for achieving management strategy as a company and fulfilling its responsibilities to employees and society.

This decision is an important decision not only to be in charge of personnel department personnel, but also by each staff and manager.

In human resources management, it is necessary to constantly consider human resource flows with awareness of the relationship with management strategy.

As explained in the difference between traditional personnel management and human resource management, it is important not to separate as individual functions such as recruitment, training, placement, promotion, but to see the whole as a base of management as a whole .

To do that, it is necessary not to make use of the function when something happens, but to constantly operate in a coordinated manner with the Human Resources Department and the site.

Let's take a look at the labor market before explaining each function of concrete flow.

Human resources management flow

The labor market is divided into two categories: "external labor market" and "internal labor market".

"External" "internal" here means that it is outside or inside the enterprise organization.

In other words, the external labor market is an open labor market outside the company (such as high school, university, vocational school, job hunting worker, job seeker, job change applicant etc.), and the internal labor market is internal It is a labor market (an employee who joins the company and is enrolled).

Procuring people from the external labor market means to recruit and recruit talent from the outside.

On the other hand, procuring people from the internal labor market is to procure human resources through in-house placement transformation and promotion.

Considering this with the flow of human resources management as above, the part that procures human resources from the external labor market corresponds to "inflow", and the person procuring people from the internal labor market corresponds to "internal flow" I will.

Then, moving out talent from the internal labor market to the external labor market falls under "outflow".

Details of the system that constitutes each flow (for example, adopted system in case of inflow) will be explained again in future articles.

The labor market changes both externally and internally and there is a need for structural change in human resources management in accordance with the change.

In recent years, diversification of employment form has been closely related to an increase in the unemployment rate accompanying deterioration of the business environment and measures such as work sharing.

With the diversification of employment patterns, employee awareness has also changed, and it is driving the need for diverse human resources management systems.

These are closely related to values ​​of labor, and there are new ways of working such as "flextime system" and "telework (working at home)".

Even in Japan, traditional Japanese management systems such as lifetime employment system and seniority system are changing, and employee awareness seems to be changing accordingly.

After adopting human resources like this, after recognizing that there is a series of flows in human resource management, such as promotion / pay raise within the company organization, change of placement, and finally retirement Let's.

In this trend, it is an important point for winning the competition in the environments where there is a drastic change, by fostering the recruited personnel and converting them to fighting strengths while raising the competence of the entire corporate organization I will.