Human resource management is a vast area which covers the entire expanse of an organization. Given its vastness and the impact of its coverage, it needs to be classified into different dimensions for ease of understanding as well as operational efficiency.  While there are many sub-disciplines and processes that exist within the gamut of HR and a variety of models to categorize them, one of the most common ways to do it is by creating the four dimensions of human resource management practices as defined by Noe et al ( 2010). Most of the HR management courses online will cover them.

Take a look at the four dimensions.

  1. Managing The Human Resource Environment – This element covers everything that relates to company culture, compliance or regulation issues, the mission and vision of the organization and so on. What that means is that the environment or climate that exists within the company is the primary responsibility of human resources. Managing it in a way that it is conducive to encouraging good performance from the workforce, is what HR does.


  1. Acquisition and Preparation of Human Resources – As we all know, human resources form the backbone of any organization. That means that acquisition of the right people is top priority. As is, the development of those people in terms of being able to maximize their potential. This is the second dimension of HR that needs to be strong at the foundational level itself. The acquisition is a crucial activity and one which can have a huge financial or business implication if not carried out correctly.


  1. Assessment and Development of Human Resources – Assessment of the talent that exists within the firm is a big responsibility for HR. They need to work towards finding out the right people who can be developed for bigger and more crucial business linked roles. It is an important dimension to have as part of the entire employee lifecycle since it has a direct impact on whether an employee decides to stay with the firm or not in the long term. This forms the third pillar.


  1. Compensation of Human Resources – All those who join an organization are not doing it only to remain employed. The main or end goal is to be compensated and rewarded for the work they do and the skills they bring to the table. Managing this aspect such that it remains fair and equitable is the job of human resources and the fourth dimension.


These are the ways in which we define the four dimensions of human resource management. All broad and essential activities can be fitted into any of these four dimensions.

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