Theoretical Overview of Interpersonal Relationships

Theoretical overview of Interpersonal Relationships:
Human resources (HR) have the division of a business that is charged with finding, recruiting, screening,
and training job applicants. It also administers employee benefit program.
HR responsibilities: HR's primary activities include recruitment, administration, compensation and

benefits, training and development, and employee relations and performance management. However,
they often do much more. The following includes some of the different responsibilities of an HR
department.
❖ Acquisition: Acquisition is the approach of finding and attracting the right talent to apply for open
positions at the right cost. Companies can fill a vacant position by hiring applicants through mutual
channels, existing employees based on performance, expertise, and ability.
1. Workforce Planning: Begin with a clear understanding of the organization's Current and future talent
needs. Align recruitment efforts with the strategic goals of the company.
2. Recruitment Sources: Recruitment refers to the process of identifying, attracting, interviewing,

selecting, hiring and onboarding employees. In other words, it involves everything from the identification
of a staffing need to filling it.
3. Selection Criteria: Develop clear and consistent selection criteria to evaluate Candidates, including
behavioral and competency-based interview questions.
4. Fair and Inclusive Practices: Implement practices that promote diversity and inclusion, such as blind
resumes reviews and structured interviews.
❖ Development: HRD plays a significant role in driving organizational development initiatives. This
involves aligning HR strategies with the overall business objectives, analyzing organizational
effectiveness, and implementing change management initiatives.
1. Employee Training: The systematic method of improving a worker's competencies, knowledge, skills,
and abilities to raise output, boost performance, and enhance overall job satisfaction. Employee training
contains some activities, including seminars, workshops, online/offline courses, programs, and so on.
2. Management Development: Based on training executives on assessing and determining the outcome
of development efforts. Management Development programs tend to nurture the abilities and frame of
consideration required to promote development and successfully manage change.
3. Career Development: To provide employees plan and manage their careers within the company.
Setting career goals, determining viable career routes, and giving resources to support employees in
obtaining their goals are all associated with this.
❖ Motivation: The motivation in HRM is to foster a working environment where workers feel
encouraged to give their best efforts while staying engaged and satisfied in their jobs. Here are some
mentioned ideal practices for motivation in HRM –
1. Job Satisfaction: Job satisfaction refers to employees' overall feelings about their jobs. It is the state of
well-being and happiness of a person concerning performance in the workspace and its environment. It
can be an excellent determinant of productivity within a company. Employee job satisfaction is essential
for organizations.
2. Performance Appraisal: Maintaining regular basis performance evaluation activities to give structured
feedback and feedforward and appreciate the ultimate outcomes.
3. Behavioral and Structural Techniques for Stimulating Worker Performance: Setting up reward
programs- bonuses, benefit sharing, prizes, and public acclaim and, praise, recognition-to- to motivate
employees to meet performance targets.
4. Reward to Performance: Providing and offering monetary and nonmonetary benefits, chances for
promotion and professional growth stream based on performance and merit, and introducing
competitive compensation packages.
❖ Maintenance: Maintenance in Human Resource Management (HRM) refers to the ongoing efforts to
retain and develop the organization's existing workforce. Here are some ideal practices for maintenance
in HRM -
1. Compensation and Benefits: Ensure competitive compensation and benefits packages to attract and
retain top talent.
2. Employee Relations: Address workplace conflicts and issues promptly and fairly to maintain a positive
work environment.
3. Health and Safety: Promote a safe and healthy work environment, adhering to relevant occupational
health and safety regulations.
References: https://www.smartrecruiters.com/resources/glossary/recruitment/?
fbclid=IwZXh0bgNhZW0CMTAAAR1jFGeWDLq1xHbI-VTNK87NKNvfFh369SpZ-
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fXIvzZThzS3M_fq8J7RGUMbamKDGPasMAWyZaJKLt3jKR4SR4XdFJgMIUWVqH3XxFEYerBLP
https://www.smartrecruiters.com/resources/glossary/recruitment/?
fbclid=IwZXh0bgNhZW0CMTAAAR1jFGeWDLq1xHbI-VTNK87NKNvfFh369SpZ-
stcTU_2CkrhcSN0dYzalzs_aem_AcJbUWUzyehNOaJ-
fXIvzZThzS3M_fq8J7RGUMbamKDGPasMAWyZaJKLt3jKR4SR4XdFJgMIUWVqH3XxFEYerBLP

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Theoretical overview of Interpersonal Relationships:

HR responsibilities: HR's primary activities include recruitment, administration, compensation and

2. Recruitment Sources: Recruitment refers to the process of identifying, attracting, interviewing,

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