Functions of Human Resource Management - HRM functions - Edupedia

 Human Resource Management:

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often referred to simply as human resources (HR). 

Click ! Detailed Concept and Objectives of HRM

Key Functions of Human Resource Management

·        HR  planning

·        Policy formulation

·        Recruiting

·        Performance management

·        Training & development

·        Compensations & Rewards and recognition

·        Health and safety

·        Human Resource welfare

·        Organizational relations

·        Employee engagement

·        Compliance

·        Personal Well being


Human Resource Planning:

The basic and fundamental function of Human Resource department is to recognize the needs of the organization. How much numbers of human resources in various departments are needed? And what kinds of skills knowledge and abilities they should have. Effective planning will lead to the best recruitment of the new employees and learning and development for the old employees.

Recruitment:

The second fundamental function of HR is to recruit the new personals for the organization. Different methods are adopted for hiring and engaging the employees to the jobs e.g. Advertisement. Organizations tend to adopt different techniques for attracting the applicants so that they may receive more feedback and select the best qualified and experienced personals. It is considered as most crucial function of human resource department because the efficiency at the time of recruitment will give you more competent work force which will lead to competitive advantages.

Performance management:

Once the management has recruited the HR for the organization, the function of HRM continued to keep check and balance of the employees. Human resource Management keeps eyes on the performance of the employees and check whether the employees are engaged to the work or not. Performance management keeps the employees to focus on their work because they know they are being checked. Different techniques are used for the purpose of the performance management e.g. MBO, 360 feedback. Different stacks involves in the process of performance management e.g. they management, team workers and customers. The purpose of performance management is vast and has great influence in future. It includes, Rewarding for the effectiveness in performance, Conducting the training and development programs if there is gap between expected and delivered performance.

Training & development:

Training and development is also a crucial function of the HRM. A successful process of performance management leads to a helpful and effective training and development program. Once the management has known the strength and weakness of the employees through the performance management, they are in better position for arranging the best suitable programs for the training and development of the employees. A Training and development program also leads the employees toward the correct pathway for achieving the organizational objectives and goals. These types of programs inform the employees about the expected performance from the employees.

Compensations & Rewards and recognition:

The function of HRM is also to compensate the employees according to their performance and rewarding in case of more efficiency in the performance. Employees get more appreciation by getting the rewards and they also take it as they are being recognized and management is acknowledging their efforts. So they are tend to deliver more to get more rewards in return, which will definitely lead to efficiency in the productivity. They feel more worthy and get more motivation for future performance. The reward may be financial or non financial benefits are some kind of promotions.

One thing to understand, Compensations are paid against the performance of the employees, on other hands rewards are paid as bonuses to employees for more effectiveness at workplace.

Policy formulation

One of the crucial and back bone functions of HRM is policy formulation. HR department makes different policies for regulating the human resource of the organization accordingly. The effective policy is that which is up to dated time to time. Policies are helpful for regulating the performance and on work behavior of the employees as well implementation of procedures and processes.

Information sharing:

Information sharing also has importance at every level within the organization and also outside of the organization. The sharing may be done by online or offline advertisement or through newsletter. It keeps the employees and other stockholders up to date with the latest information. The information may comprise of Healthy and safety measures, Organizational Rules and regulations, new recruitment advertisement, announcement of holidays or any other occasion.

Organizational relations:

Organizational relations within the departments and outside the departments are also managed and maintained by the Human Resource Management. The labor unions and other forums are also related with the HRM functions.

Health and safety

There may be number of dangers to the health of the workers in different departments, especially in production department. Human resource departments functions to adopt numerous safety measures for protecting the workforce from these dangers. In case of any incidence HR department also works for settlement of the affected workers.

Personal well-being:

Some time, the workers may be under anxiety due to some reasons, in result the performance of that employee may be negatively affected. The HR department also works for their well being and motivating those employees in that circumstances. Settlement in emotional well-being is also the function of the HRM.

Employee engagement:

One of the basic functions of the Human Resource management is to work and set the policies that are helpful to engaging the employees with the organization. Different techniques are used to retain the competent work force and attract the brilliant workforce from the market. The employees who are more engaged with the work will definitely deliver more effectively.

Compliance:

HR department also works for legalizing and retaining the legal considerations of the organization. It looks and keeps eyes on the market and governmental policies about the labor law to keep up to date. It will protect the organization from the legal cases. Governmental pay roll legalization, taxation and reporting etc are framed according to the laws.

 

CONCLUSION:

The functions of the HR department are very vast and not limited to only the above mentioned points. The HR Department is backbone of the organization. We can say that its functions are similar to the nervous system of a human body. Its working is intellectual in nature. If the nervous system is working well all the other organs (department) will work well.

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