Human resources management is a job that is more advisory than administration and as times are changing, so are the function of HR managers. Therefore this article clearly explains the human resource management functions and objectives. Personnel in this line of work are performing quite a variety of functions, fifteen with which we will interact for the purposes of this article.
15 Main Functions Of Human Resource Management
The Human Resource Management Functions include recruiting, planning, compliance of workers through labor relations, job analysis, laying off workers, analysis of job performance, retention, recruitment, training, management, etc. HR functions are considered both leadership and management duties, important to public administration and new public management. Other core functions of human resource management are promotion, strategic management, performance appraisal, discipline, and negotiation. These comprise the Core functions of human resource management.
1. Recruiting
This could sure be the most popular function of Human Resources Management in the business world, even with people who are not HR personnel. They have the responsibility of finding suitable candidates to fill in vacancies. This is a critical task as it determines the competence of the company and administration. The human resource management functions in an organization are as good as its workforce, hence the need for HR managers to give the recruitment process adequate attention. Recruitment can also be internal when an employee has to be promoted to a position that may have become open for any reason.
2. Human Resources Planning
The famous saying goes, “Failing to plan is planning to fail.” Such is also the case in HR, making this process an important function of the department. The planning process includes analyzing tasks in a respective organization and estimating the future workforce that may be required for them.
This is also the time when HR managers deliberate on the number of staff needed making sure they have people who are capable of carrying out tasks. HR planning is the lifeblood of any organization.
3. Compliance With Legal Statutes and Labor Laws
Any corporation would want to always maintain a good reputation by complying with the laws of their region of operation. A good reputation is good for business and on the other hand following the provisions of labor laws. The human resource management functions help protect both the employer and employee. Ethical conduct can also be placed under this function as it works hand-in-glove with laws.
4. Job Analysis
It is the responsibility of HR managers to define the responsibilities of each employee. In this light, job analysis is the process of determining the tasks that make up a particular position and the skills and qualifications required for an employee to fill in the position. This process mother’s job descriptions.
5. Laying Off Employees
Laying off employees can also be termed “de-recruitment” and it is the process of cutting down the number of employees for various reasons. In some instances, it is a process that is necessitated by cost reduction strategies for the firm and sometimes balancing the demand and supply of human resources.
6. Selection
The selection process comes after interviews (among other selection devices) have been carried out. This is when managers assess the shortlisted candidates and hire the most suitable candidates to fill in the available vacancies.
7. Staff Placement
This process is better known as allocation. It involves the assignment of responsibilities to employees but it may take other forms as well. These include a promotion, demotion, transfer, and even termination.
8. Job Evaluation
Job evaluation is a recurring process that sets an organization apart for better or worse. It is the process where the value of each job to others is determined. This is done to create a well-balanced remuneration system. Jobs are ranked, classified, and sometimes compared. Job evaluation is such an important function as it also determines the attitude of employees towards their respective jobs.
9. Training
In an evolving commercial world, it would be irresponsible for firms to be content with the skills an employee joined them with. Technological advancement is one of the key factors that necessitated on-job training to make sure employees carry out new tasks, and operate new machinery among other tasks. Training sometimes can be for new staff to make sure they acquaint themselves with the organization’s systems.
10. Orientation
Orientation is a process of introducing new employees to the organization, its culture, rules and regulation, objectives and supervisors, and other employees. It is an important task of making sure new staff are familiar with the organizational structures and their work units.
Most organizations have formal orientation programs. These include aspects like tours of the respective work facilities and descriptions of the organizations’ history.
11. Digital Human Resources Management
This is a quite modern function of the department which is also known as Electronic Human Resources Management. It is a web-based system of HRM. This is an important skill that HR managers need to acquire especially in this digital age where ICTs are taking over and replacing conventional ways of conducting business.
12. Remuneration
Remuneration is the compensation or price for labor. The duty of HRM is to design a cost-effective pay structure that is also perceived as fair by employees. Low wages create negative attitudes in employees which can be detrimental to production.
13. Discipline
“Discipline refers to a condition in the organization when employees conduct themselves by the organization’s rules and standards of acceptable behavior.” It is the duty of HRM to follow the ethical guidelines of the trade when structuring a company’s rules and code of conduct. The human resource management functions help, Under these core functions of HRM, relays a blueprint of expectations, commonly known as the Code of Conduct. Some firms carry out annual code of conduct retreat sessions.
14. Performance Appraisal
Performance appraisal is a process in an organization whereby each employee is evaluated to determine how he or she is performing. An employee may be appraised against absolute standards or relative standards.
15. Negotiation
Collective bargaining is the negotiation, administration, and interpretation of a written agreement between two parties, at least one of which represents a group that is acting collectively that covers a specific period of time.
Frequently Asked Questions
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