KEY HUMAN RESOURCE MANAGEMENT FUNCTIONS


Key Human Resource Management functions

Human resource management is a modern, umbrella word used to explain the management and growth of workers in a company. It is also referred to as personnel or talent management (though these terms are a quite old-fashioned), human resource management includes superintending all things related to managing a company’s human capital. The roles of human resources management are generally planning, directing, controlling, and organizing, covering the complete Human resource management in an organization. 

Human Resource units are an important part of any company and responsible for the business around every HR job. To categorize, to plan, execute, and to monitor cascades under various Human Resource management functions that largely and closely can categorize as tasks of human resources. In outlining 5 roles of Human Resource management, let us look at how these roles present a rationalized approach to an altered facet of Human Resource management.

 5 key functions of Human Resource Management.


1. Recruitment & Selection

After assessing the workforce needs, strategic staffing follows. What are the varied approaches to be taken, and what is the turnaround time for staffing or recruitment? The other dynamics that influence, are multi-location, bulk recruitment, technical, non-technical, senior management or niche skills, temporary or permanent recruitment. Some organisations deal with recruitment agencies for quick processes. Yet, it is important that companies come with job descriptions that spell out clear expectations on roles & responsibilities. Lucid recruitment processes and selection procedure, in turn, appeals to the right candidates, creates a talent pool and meets the company recruitment goals.

2. Performance Management System

Performance management is a very vital human resource management function. The aim of performance management systems is to achieve productivity by defining effective KPIs. Performance should be reviewed under a set of tools called appraisals on a bi-annually or yearly basis. Preferably, employees should be appraised on a 360-degree measure, where peers, subordinates, seniors and even customers offer feedback on an employee’s performance. The performance management system is effective in finding the gaps in performances that can be filled with training and skills development. Performance management system, in the long term, is a lucrative activity. Clear responsibilities, better output, reduced clashes, job satisfaction and improved productivity levels, all in the long term, leads to lesser attrition.

3. Training & Development 

Training & Development is a milestone that guarantees growth. Development & training does not essentially mean filling a gap, but skill development and familiarising with newer technologies. It is a very important part of the functions of human resource management. A company developed on growth path have a structured training department and a year-long training calendar planned in advance. Having a training calendar in place in itself not enough but as a strong program that drives employees to train. The Human Resource Manager should relate different Human Resource management roles and deduce data from the Human Resource management roles to propel another Human Resource management function effectively. Training is calculated and an obligatory process to understand the company goals, processes and expectations thus linking the workforce with the organisation’s objectives.

4. Compensation & Benefits

While Compensation & benefits are all about salary, How a company crafts & expresses offers, positions them in the industry as a Good or Bad Pay Master. Companies plan attractive compensation and benefits to attract the best talent in the industry, to keep the existing talent in the company, to be seen as a benchmark or good pay master as per industry norms and to ensure high performance. The role of the Human Resource management professionals in this should be constantly monitoring industry salary standards and corresponding the industry standards, including new and variable payment parameters in salary, easy compensation deliverables and faster processes. After all, money is the prime reason which motivates people to work, and yet to retain people’s compensation and benefits as a function needs to be well regulated and improved from time to time.

5. Compliance and Legal Labor Laws

In  human resource management function, observing labour laws is one of the chief responsibility of your company. Labour Laws or compliance describes the bond between employee and employer. The Human Resource management team appreciates these legal issues to guarantee the employee and the organisation are secured. This may include the calculation of leave, payroll legalization, government and tax reporting just to mention a few.

The functions of human resources do not only categorize to these major heads but also there are a host of undertakings and initiatives that run under these major headings. Human Resource management is the core of any organization, like the nervous system in the body that controls everything. A company with well-organised functions of human resources is well setup and has a long way to endear.

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