HR management embrace many processes. Basically, HR management begins with recruitment, moves through processes such as training, salary reviews, personal development planning, performance reviews and promotions, and finally ends with the employees termination. The whole gamut of activities with the management of people at work, potentially falls within the scope of HR management. However, a few aspects appear to be critical:-

HR management is the process of bringing people into the organisation - making very sure that new entrants have the potential and willingness to contribute to organisational success.

HR management is the management of performance - making very sure that what employees do is geared to the achievement of relevant goals, and that resources are available to make this happen. The reward of performance - on the basis of "what gets rewarded - gets down", means that HR management must make very sure that rewards are managed rather than administered.

HR management and the development of talent - creating the environment in which learning is seen as a way of organisational life

HR management is the management of organisational change and organisational culture - HR management is key in the development and communication of vision and organisational values.

But wait, there's much more to HR management than this. What if the person applies for another position with us in the future? Who will tell the then manager what this person was like? Do we want to re-hire them at all? What in-house skills did they learn the last time that they worked for us? All this is part of HR management via information systems.