Human Resource Management System(HRMS) ISO 30405

Human Resource Management System (ISO 30405)

Human resource management is a process that manages the workforce. It encompasses every aspect of working people, from recruitment to retirement with an organization. Therefore, human Resource is an integral part of any organization and department. HR management can be seen as a strategic business function that can create a competitive advantage for organizations. The main objective of HR management is to ensure that the organization achieves its goals by managing people to develop their full potentials and ensuring they are engaged at work. In addition, HR departments are responsible for ensuring employees are treated fairly and legally to maintain a healthy work environment.

Human Resource Management System

An HR management system is software that helps you manage the hiring process, workforce planning, benefits administration, payroll processing, and other tasks related to staffing your company. Cloud-based HR management systems are a great way to manage your company’s human resources. Unfortunately, companies used expensive software and servers to store this data on their computers in the past. Cloud-based HR management systems allow you to store all this information online in the cloud, making it accessible from any device with an internet connection.

How will you benefit from ISO 30405 certification?

  • ISO 30405 aims to help organizations meet their recruitment objectives by guiding procedures to recruit people.
  • Provides a competitive advantage to your organization in recruitment. This builds trust with your clients if you are a consulting firm that recruits and deploys workers to the client’s location.
  • Enables recruiters to adopt and implement the latest ISO standards to increase recruitment practices and effectiveness.
  • Builds your organization’s credibility by following the latest ISO standards.

Functions of human resource management

Functions of HR System

  • HR Planning: HR planning identifies and anticipates future needs for employees. It can be used to develop an HR strategy so that the organization has the appropriate human resources to meet its objectives. HR planning provides direction and guidance to decision-making regarding recruitment, selection, training, organizational development, and performance management.
  • Job Analysis: Job analysis and design are a systematic process for gathering data about an organization’s jobs, tasks, job requirements, work environment, or any other factor that influences the nature of the job. The data gathered during this process are then used to create job descriptions and specifications for recruitment purposes.
  • Performance Appraisal: Performance appraisal (PA) is a process in which an employer rates their employees’ job performance. HR professionals perform this function to show their appreciation of work done by employees.
  • Personnel Record: This function records and maintains employee-related information like application forms, employment history, earnings, work hours, attendance, salary details, etc.
  • Labor Relations: Labor relations refer to a company’s relationship with its employee union. These relationships can be either good, bad, or indifferent, depending on whether there is mutual respect between both parties involved in the lab our relation process. The goal here should always be for employers and employees to have good labor relations to make decisions regarding wages, working conditions, etc.

Main Areas of Human Resource Management

Main Areas of HR System

  • Recruitment and Selection: Recruitment includes advertising positions to attract qualified candidates, screening applicants, interviewing them, and finally making an offer to selected individuals. Appointments can also have people already employed by other companies but want to change jobs.
  • Training and Development: Training may involve teaching someone how to use specific equipment or software programs related to their position or helping them learn about company policies and procedures.
  • Compensation Management: Compensation management is an important part of the human resources process. It involves setting and monitoring wages, benefits, bonuses, and other compensation programs to help attract qualified employees.
  • Workplace Safety: As per the occupational safety and health act of 1970, employers need to provide a safe work environment for their employees. A vast HR area is spent on maintaining and enhancing work environments to protect workers from fatal injuries and risk of health hazards.
  • HR Compliance: A vast HR area is spent on maintaining and enhancing work environments to protect workers from fatal injuries and risk of health hazards.

Best Practices for Recruitment

Practices of Recruitment

  • Skill Tests: Since the pandemic, millions of people have lost their jobs. This has led to many people applying to fewer job positions. Among this pool of applicants, it isn’t easy to filter out deserving candidates among the underqualified ones. Once you set the pass percentage, Skill tests will filter out the skilled candidates who have passed the test.
  • Look Beyond Resumes: You hire a person to execute the job, not create the best resume design. Removing a resume from your hiring process is not recommended, but you need to give more preference to the skills mentioned and less significance to the resume format.
  • Recall the Candidates from the Past: If it is repeated hiring for the same profile, reach out to the candidate who was rejected in the past. Such candidates are worth reaching to since they have gone through your hiring process and learned from their mistakes. They will be delighted to hear from you and give the best shot in their second attempt.
  • Ease the Application Process: You may lose an opportunity to hire one of the best talents because of your tedious application process. Repeated filling of the same information will irritate the candidate since they apply for multiple opportunities. One such example is to make the process easier by enabling them to link their LinkedIn account or drop their resume. 

Process of getting ISO 30405 certified

Process of ISO 30405

  • Gap Analysis: Discover gaps by comparing the existing system to the ISO30405 requirements.
  • Estimate: Estimate the cost that will be incurred to undergo the certification process.
  • Train and Implement: Provide ISO 30405 training to the top management and staff implement it throughout the organization.
  • Internal Audit: Conduct internal audits within the organization, conduct management review meetings, and create a corrective action plan in case of non-conformities.
  • Certification Body: Choose a reliable certification body based on your scope. Close the non-conformality detected by the certification body.
  • Renewal: The certification is renewed every five years. During this period, it is crucial to stick to the guidelines consistently.