Human Resource Management is more than what meets the eye. There are several functions this department consists of which help the organization to move forward and achieve success. Here is a list of the 10 major functions of Human Resource Management (HRM):
● Selection and Recruitment
● Career Planning
● Human Resource Planning
● Growth and Development
● Job Analysis and Design
● Training Management
● Performance Management
● Social Development
● Rewarding Employees
● Participation and Communication
1. Selection and Appointment
The main function of HR is to attract people for recruitment and then select the candidates who apply. With the right advertising and social media strategies, you can get skilled and qualified candidates who are right for the said job profile.
Having a good brand and company image is important as a strong employer brand and selecting the best and highly qualified candidates is only making the entire process of recruitment and selection easier.
These are the basic recruiting tools that an HR manager needs to be familiar with.
2. Career planning
After the main process of recruiting and selecting the best and highly skilled candidates, it is essential for human resource management (HRM) to support career planning, guidance and professional development for employees. It helps them to choose the right career path and give all their efforts and hard work in the path they want.
It gives employees visibility into the future and helps them stay engaged and productive, which in turn gives a strong employer brand and company success.
3. Human Resource Planning
Human resource planning is about making sound decisions in the improvement and development of human resources and at the same time contributing to achieve high efficiency in the internal and external markets of the organization.
Such planning helps the HR department reveal the strengths and weaknesses of employees and thereby, contributes to improving strategies and procedures while dealing with employees.
Human resource planning is planning of future goals, how to achieve them and helps to be significantly more successful in the future.
4. Growth and Development
Human resource management is not limited to selecting and recruiting candidates, but also involves enabling employees to develop certain skills they will need in the future.
It relates to human resource planning as human resource management helps its employees learn new skills and grow in their careers to bridge the gap between the current workforce and the workforce required in the future.
Growth and Development is an essential function of HR as employees need to grow professionally so that they can contribute to the development of the company.
5. Job analysis and design
Job analysis and design is something you don’t often hear about in the field of human resources. Simply put, job analysis is defining job characteristics by collecting job profiles and data. It is all summed up and includes tasks, abilities and everything else that is included in the job.
Specific goals are defined according to different organizations and these goals and tasks are the basic conditions that should be fulfilled by the employees.
6. Training Management
It is the simple management and examination of selected candidates for the job. Developing and testing the performance and skills of human resource candidates so that they can perform effectively on the job.
Training management is an essential process as it gives an accurate idea about the job profile of the employees and how exactly it should be done to avoid any confusion or slow down their job progress at different stages of their career.
7. Performance management
As an HR manager, it is important to keep a tab on the progress of employees and measure their performance as individuals and whether they are achieving the company’s required goals.
This type of appraisal focuses on the growth and development of employees and their achievements. It also indicates the appropriateness of the programs and policies adopted by the organization to increase employee productivity and output.
Apart from all this, it also reflects the legal, social and ethical image of the organization.
8. Social development
Human resource management has an important function of being collaborative with other departments of the organization to improve the modern and strategic aspects of human resources.
Social development allows HR to learn and improve hiring standards from traditional methods to modern methods.
Modern methods and practices include continuous learning, development of social conditions, communication between employees, information from other departments, and other such factors that affect HR socially and economically.
9. Awarded employees
Reward is a very important part of human resource management. From compensation to benefits to increments, these are some important rewards that are hard to miss as they help improve employee satisfaction which in turn helps build a strong employee brand for the company.
In some countries, healthcare insurance is also offered as part of the job offer. Such awards show growth in employees’ careers, recognition and a satisfactory work-life balance.
10. Participation and Communication
Human resource needs to ensure that employees show active participation when it comes to working and getting various opportunities as this can help them grow and develop their career path. Not only the employees but also the company benefits from it as active participation also contributes to the success of the organization.
Communication between employees and their superiors is also essential as it helps to break any confusion and helps in smooth management of various departments.
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