Functions of HRM

Human resource management must plan, develop, and administer policies and programmes that can make the best use of an organisation’s human resources. This is the part of management’s role which deals with people at work and their relationships within the organisation. Its aims are:

1. To use human resources as effectively as possible;

2. To ensure the best possible working relationships among all members of the organisation;

3. To assist individuals to reach their highest potential.

In  Human  Resource  Management, there are four major areas:  

1) Planning 

2) Staffing 

3) Employee development 

4) Employee maintenance

These four areas and any associated functions share a common aim. That is to have enough competent employees with the skills, abilities, knowledge, and experience needed to achieve further organisational objectives. Each human resource function can be appointed to one of the four areas of personnel responsibility but there are also other functions that are designed for different purposes. 

Below is a description of the typical human resource functions:

1.Human Resource Planning - The human resource planning function serves to determine the number and type of employees needed to achieve the company’s goals. Research is performed in this function because planning requires information to be collected and analysed for the forecasting of human resource supplies and the prediction of future human resource needs. Staffing and employee development are key human resource planning strategies.

2.Job Analysis - Job analysis is deciding on the job description and the human requirements that are needed for said job. The job description should include the skills and experience needed to perform the job. A job description clearly sets out work duties and activities that employees will be expected to perform. It is essential because the information they provide to employees, managers, and personnel people influences personnel programmes and practices.

3.Staffing - Recruitment and selection of human resources is what staffing is mostly concerned with. Human resource planning and recruiting is done before selecting people for positions. Recruiting is the personnel function of finding and hiring the best qualified applicants to fill job vacancies. The selection function is used to choose the most qualified applicants for hiring from those attracted to the organisation by the recruiting function. 

4.Orientation - Orientation is done in order to introduce a new employee to the new job and the employer. It is a way for new employees to get to know more intimate aspects of their job, including pay and benefits, working hours, and company policies and expectations. 

5.Training and Development - Training and development is used as a means of providing employees with the skills and knowledge to do their jobs well. In addition to providing training for new or inexperienced employees, organisations often provide training for experienced employees as well. This may be because their jobs are undergoing change or the company needs them to work more effectively. Development programmes are also done to equip employees for higher level responsibilities. Training and development programmes are ways of making sure that employees can handle the stresses of their jobs and perform well.

6.Performance Appraisal - Performance appraisal is an evaluation of an employee and his/her performance to make sure that said employee is working well and at acceptable levels. Human resource personnel are usually responsible for developing appraisal systems. Performance appraisal is necessary because the results of the appraisal can be used to motivate and guide employees’ performance. It also provides a basis for pay, promotions, and any disciplinary action if necessary.  

7.Career Planning - Career planning is a process where an employee explores his/her interests and abilities and strategically works towards job goals. It has come about partly because many employees’ feel the need to grow in their jobs and to advance in their careers.

8.Compensation - It is the HR department that determines how much employees should be paid for certain jobs using a system of assessment. Compensation costs companies a lot so it is something that needs serious attention in the human resource planning stage. Compensation affects staffing because people generally want to work for an organisation that offers more pay in exchange for the work done. It provides an important motivation for employees to achieve more in their jobs and reach higher levels.

9.Benefits - Work benefits are also referred to as fringe benefits. They are non-wage compensation that employees get in addition to their usual wages. Benefits are legally required items but employers can also more at their discretion. The cost of benefits is so high that they have become a huge consideration in human resources planning. Benefits are mostly related to the maintenance area because they provide for many basic employee needs.

10.Labour Relations - Labour relations relates to the practice of managing employees who are members of a union. Unions provide employees with strength in numbers and have representatives who can advocate on their behalf if necessary, to deal with any discrepancies in pay, benefits, working conditions, and other work aspects. HR personnel are responsible for negotiating with unions and resolving any disputes.

11.Record-keeping - Record-keeping is essential and the most basic function of HR. Recording, maintaining and retrieving employee information when needed is done by the HR personnel.