What is Human Resource Management?
Many organizations have a common question is what are the functions of HR management? Human Resource Management (HRM) is known as the practice of hiring, recruiting, and managing the organization’s employees. As is in human resource management, you are responsible and play a pivotal role in how successful the company is.
In simple words, human resource management is all about the simple practice of managing people to strive and achieve better performance from the individuals hired. This directly contributed to the success of the company.
The HR department is known to provide the necessary knowledge, training, legal advice, administration, tools, and talent management required for the individual’s growth and sustainment in the company. It is also important for the company to advance and achieve success in what they do.
Human Resource is the most important department as the role of hiring and training said hired individuals are all put on their shoulders and they take up the candidates’ responsibilities as the company’s growth and success primarily depend on it.
10 Functions of Human Resource Management (HRM):
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 Recruitment
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 just right for the job profile mentioned.
Having a good brand and company image also matters as a strong employer brand and selection of the best and highly qualified candidates is simply making the entire process of recruitment and selection easier.
These are the basic recruitment tools that an HR manager needs to be acquainted with.
2. Career Planning
After the main process of recruitment and selection of the best and highly skilled candidates, it is necessary for the Human Resources Management (HRM) to help in career planning, guidance, and professional development for the employees. This helps in helping them to choose the right career path and give in all their efforts and hard work in the path they want to.
It gives the employees visibility for the future and helps them in engaging and being productive, which gives a stronger employer brand and success to the company in return.
3. Human Resource Planning
Human Resource Planning is all about making the right decisions when it comes to the improvement and development of human resources while at the same time contributing to obtaining high competencies in the internal and external markets of the organization.
Such planning helps in revealing the strengths and weaknesses of the employees in the human resources department and this, in turn, contributes to the improvement of techniques and methods when it comes to dealing with the workers.
Human Resource planning also contributes to helping with the planning of future goals, how to achieve them, and be significantly more successful in the future.
4. Growth and Development
Human Resource management is not only limited to the selection of the candidates and recruitment, it also involves enabling the employees to develop certain skills they would need in the future.
It is related to Human Resources planning in the way that human resource management strives to bridge the gap between the workforce in the present and the workforce required in the future by helping its employees learn new skills and grow in their careers.
Growth and development are essential functions of HR as the employees need to grow professionally so that they can contribute towards the development of the company as well.
5. Job Analysis and Design
Job analysis and design is maybe something you might not have heard of frequently when it comes to human resources. In simple words, job analysis is all about defining the job profile and the work characteristics by the collection of information. It is all summarized and put forth as the functions, powers, and everything else the job entails.
There are specific goals defined according to the different organizations and these goals and tasks are the basic conditions that should be met by the employees.
6. Training Management
This is the simple management of and testing of the candidates that have been selected for the job. The human resources aim to develop and test the performance and skills of the candidates so that they can work effectively on the job.
Training management is an essential process as it gives an exact idea to the employees regarding the work profile and exactly how it is supposed to be done to avoid any confusion or slow down their work progress at different career levels.
7. Performance Management
As an HR manager, it is important to keep a tab on the progress of the employees and measure their performance as an individual and whether they are achieving the required goals of the company.
This kind of evaluation focuses on the growth and development of the employees and their achievements. It also indicated the accuracy of the programs and policies that are adopted by the organization to increase the productivity and output of the employees.
In addition to all of this, it also reflects the legal, social and moral image of the organization.
8. Social Development
Human Resources management also has an important function in being cooperative with the other departments in the organization to improve the modern and strategic aspects of human resources.
Having social development allows HR to learn and improve the hiring standards from the traditional methods to the modern practices.
The modern methods and practice involve continuous learning, development of the social status, communication between the employees, information from other departments, and other such issues from across the organization that affects HR socially and economically.
9. Rewarding Employees
Rewards are a very important part of Human resources management. From compensations to benefits to increments, these are some of the very important rewards that are hard to miss as they help improve employee satisfaction which in turn helps in building a stronger employee brand for the company.
In some countries, healthcare insurance is also offered as a part of the job offer. Such kinds of rewards show growth in the career of the employees, give recognition, and a satisfying work-life balance.
10. Participation and Communication
Human resources need to make sure the employees show active participation when it comes to working and getting different opportunities as it can help in the growth and development of their career path. Not only employees, but the company also benefits from this as active participation contributes to the organization’s success also.
Communication between the employees and their higher officials is also necessary as it helps in breaking any confusion and helps in smooth management of the different departments.
Conclusion
Human resources management is all about the management of the hired employees whether it is in the early or later stages of their career. HR is required to ensure smooth functioning within the organization to help the employees of the company give efficient results and contribute to the success of the company.
