Each organization works to carry out a mission and a vision, which are achieved by formulating certain strategies and executing them, which are carried out by the human resources department. At the base of this strategy, the formulation is several processes and the effectiveness lies in the meticulous design of these processes. But what exactly are these processes and do they imply? Human resource processes

• Human resources planning (Recruitment, Selection, Hiring, Training, Orientation, Evaluation, Promotion, and Dismissal).
• Employee compensation and benefits administration.
• Performance management.
• Labor Relations.

All processes are essential to the survival and success of human resource strategies, and no single process can function in isolation; there has to be a high level of conformity and cohesion between them. The efficient design of these processes, apart from other things, depends on the degree of correspondence of each of these. This means that each process is subordinate to another. It starts from human resource planning and there is a continuous added value at every step. Each process separately 1-Human resources planning:  In general, we consider human resource planning as the process of forecasting people. Correct but incomplete. It also involves the Evaluation, Promotion, and Dismissal processes. 2-Recruitment: Aims to attract applicants who meet a certain job criterion. 3-Selection:  It is the next level of filtration. It targets final candidates, which are the most appropriate combination in terms of qualifications, experience, and potential for a given job. 4-Hiring: It consists of deciding on the final candidate who gets the job. 5-Training and development: Processes that operate in an employee to improve his skills and abilities. 6-Administration of Benefits and Employee Compensation:  The process involves determining wages and salaries, incentives, supplements, benefits, etc. Money is the main motivator in any job and, therefore, the important thing in this process. Employees seek increases, better wages, and bonuses. 7-Performance management:  It is intended to help the organization train, motivate, and reward workers. It is also intended to ensure that the organization’s objectives are effectively met.  The process not only includes employees but can also be for a customer department, product, service or process; everything to improve or add value to them. Today there is an automated performance management system Performance Management System that operates all the information to help managers evaluate employee performance and evaluate them based on their training and development needs. 8-Employee Relations: Employee retention is important to organizations, especially in industries that are highly competitive in nature. Although there are countless factors that motivate a person to join or leave an organization, but certainly few are under our control. All of these aspects are critical to employee retention, apart from money. The main objectives of Human Resource Management are: Create, maintain, and develop a group of people with sufficient skills, motivation, and satisfaction to achieve the objectives of the organization. Achieve efficiency and effectiveness with available human resources. Human Resources Management performs comprehensive management in different functions from the beginning to the end of an employment relationship such as:

• Recruit and select personnel with the selected profile
• Evaluate job performance
• Develop programs, workshops, courses, etc., and any other programs that work according to the growth and improvement of the discernment of the staff.
• Promote leadership development
• Solve conflicts and problems that are caused in the personnel
• Inform employees, whether through newsletters, meetings, memoranda, or by email, the human resources policies and procedures.
• Supervise the administration of test programs
• Developing a personal competency-based framework