The main responsibility of human resources management is planning, developing, and administering programs and policies that will ensure the effective use of company resources (Bratton & Gold, 2017). It is a section within a company’s management concerned with employees and their relationships. Human resource management (HRM) has three key objectives: optimum individual development, efficient usage of company resources, and proper working relationships in an organization (Bratton & Gold, 2017). A human resources department that is efficiently managed can offer an organization with ability and structure to address the company’s strategic goals through effective and proper management of its employees. Since all businesses consist of people, HRM focuses on acquiring services, developing individual skills, and motivating employees to their maximum potential while ensuring optimum commitment to the company. All in all, HRM focuses on all process involving management of employees from the first stage (recruitment) to the last stage (retirement) (Bratton & Gold, 2017). HRM functions are classified into two: managerial functions and operative functions. The essay will evaluate the functions of HRM.
Managerial Functions
Planning
Planning involves setting objectives and goals of a company. The procedures and policies are laid down to achieve strategic goals and objectives. Initially, an organization should foresee vacancies, identify job designs, and decide recruitment processes (Brewster, Chung, & Sparrow, 2016). The company should then develop a demand and supply forecast for each job group according to the strategic goals of the organization and the job market.
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Organization
Organization is a primary managerial function because it involves designing and developing company structure (Briscoe, Tarique, & Schuler, 2012). It involves the allocation of different functions and delegating authority according to responsibilities and tasks.
Directing
It involves inspiring and directing employees to achieve strategic goals. Achieving organizational objectives involves tasks such as having proper labor relations, career development, and motivation. It is important to note that motivation is a continuous process and is not a onetime event because motivated employees are more likely to achieve organizational goals in comparison to employees who are not motivated (Briscoe, Tarique, & Schuler, 2012).
Controlling
It is a function concerned with the apprehension of responsibilities and activities according to plans formulated in the planning and organizing functions (Briscoe, Tarique, & Schuler, 2012). The HR manager evaluates whether the company achieved desired outcomes according to acceptable standards and if there were deviations.
Operative Functions
Staffing
Staffing involves recruitment and selection of essential human resources in an organization. Staffing is a primary function within the HR department because hiring managers or team must ensure equal employment opportunities (EEO) without any form of discrimination regarding religion, caste, gender, creed, race, or any other form of discrimination (Bratton & Gold, 2017). It is mandatory and constitutional to be EEO compliant in some countries such as the USA, India, and UK. If the recruitment process contravenes or fails to meet the required standards, it may invite legal action against the affected organization. Recruitment is the process that involves inviting qualified applicants after the company has issued notifications on social networking media, newspapers, online, or television media with the objective of filling job vacancies. Recruitment of employees takes place through two main sources: internal recruitment and external recruitment (Bratton & Gold, 2017). Also, employee selection involves identifying the right candidate through various processes such as background verification, written tests, job interviews, oral tests, gamification, group discussions, or gamification with the objective of filling a vacant position in the organization.
Internal recruitment involves identifying and inviting the existing employees to fill up the vacant positions within the organization (Brewster, Chung, & Sparrow, 2016). There are various techniques of internal recruitment. Employees may be transferred from a particular position to a vacant position. Also, an existing employee may be promoted to take up the vacant position if they are qualified for the position. Furthermore, hiring managers may search for employee referrals from other managers or existing employees to take up the vacant position. Referrals may take place especially when the vacant position involves handling of sensitive information that cannot be trusted with unknown employees. The company can also invite retrenched employees to fill up the vacant positions due to machinery breakage, shortage of working capital, or low sales (Brewster, Chung, & Sparrow, 2016). Additionally, a company may make compassionate appointments especially to the family members of employees who retired, were permanently disabled, or deceased because of an accident.
On the other hand, external recruitment involves inviting candidates who are not related to the organization (Briscoe, Tarique, & Schuler, 2012). External recruitment takes place because of particular demands and circumstances. It may take place through online or internet recruitment where information is posted as a way of reaching a large pool of qualified external applicants. Furthermore, a company may require talented, well experienced, and competent candidates to take up a vacant position. In such situations, hiring managers may search for potential candidates from their competitors. Organizations may also use employment agencies, consultancies, or executive search firms. An organization may also seek talented candidates through college or campus recruitment. A company's success relies on their ability to attract talented pools of employees who can achieve strategic goals (Briscoe, Tarique, & Schuler, 2012).
Training and Development
Training and development are one of the primary functions of HRM. After recruiting talented employees, the HR trainer should impart knowledge and skills to employees so that they can perform their duties effectively (Briscoe, Tarique, & Schuler, 2012). Other than training inexperienced or new employees, companies offer training programs to experienced employees during change management. Large corporates often have developmental programs that prepare workers for bigger or higher level responsibilities within the company. Training and development programs are a way of assuring the company that employees' performance will fit the accepted standards (Briscoe, Tarique, & Schuler, 2012). There are various off the job and on the job techniques of training and development. Off the job, techniques include programmed instructions, classroom lectures, role-playing, audiovisual, case studies, simulation, and vestibule training. On the job, techniques include internship, job rotation, apprenticeship, coaching, committee assignments, and job instruction.
Training and development are essential for career planning and development. Many employees have the urge to develop in their current jobs and advance their careers. Career planning allows employees to establish personal career objectives while acting in a manner that will assist employees to achieve their career goals (Brewster, Chung, & Sparrow, 2016). Moreover, it allows employees to establish their core competencies and strengths for placing them in suitable positions. It also encourages employees to acquire particular skills necessary for higher level positions. Training and development allow employees to develop the required skillset while acquiring a healthy work-life balance. Career development allows the company and employee to identify individual goals, needs, goals, abilities, and a company's job rewards and demands. Notably, it allows a company to match employees' abilities with job rewards and demands. It is important to realize that career development occurs throughout a person's life and it involves updating knowledge and skills while learning to match future and current job requirements (Brewster, Chung, & Sparrow, 2016).
Job Safety
Work Safety is a critical function of HRM. Maintain safety, welfare, and health measures for employees is not just a function of HRM but it is also ethical to ensure job safety (Berman et al., 2012). If an organization contravenes or fails to meet the required safety standards, the business becomes liable for penal action according to labor laws. Employee safety involves safeguarding employee safety to avoid workplace injuries because employers are held liable for workplace safety issues. Employee welfare involves offering good childcare facilities, canteen facilities, lunchrooms, first aid, restrooms, and medical facilities. On the other hand, employee health measures involve providing cleaning and washing facilities, maintaining cleanliness, healthy working environment, and proper waste disposal and management. According to the 1970 Occupational Safety and Health Act, all employers or businesses have a responsibility to offer a safe and stable working environment for all workers (Berman et al., 2012). Employers have an obligation to implement workplace safety training while maintaining federally mandated logs regarding fatality and workplace injury reporting. Furthermore, HR safety and risk specialists should work with benefits specialists to compensate employees according to the risks involved.
Compensation and Benefits
According to natural justice, employers should offer equal pay or fair wages which is a fundamental right of employees. Alternative names for compensation include remuneration, payment, wage, or salary. Failure of an employer to fulfill their duty regarding remuneration or compensation makes them liable for penal action according to labor laws because it is interpreted as exploitation of workers and the courts take such occurrences seriously (Brewster, Chung, & Sparrow, 2016). Payment of remuneration or compensation is an employee's right according to work done, and if an employee is deprived of such a right, they can seek justice in the courts. Remuneration is one of the motivating factors and acts as a key issue affecting employee retention. Improper or unjustified remuneration triggers job dissatisfaction and may cause unrest, strikes, and high job turnovers.
Notably, employee benefits are another form of compensation different from basic pay according to work done. Therefore, employee benefits share many traits with the human resource function of compensation. Employee benefits include those provided according to the employer's discretion and legally required items (Berman et al., 2012). In the current corporate world, employee benefits have grown rapidly such that they have become a critical factor in human resources planning. Nevertheless, benefits are mainly affected by the maintenance areas because they offer basic employee needs. Moreover, employee benefits are classified into voluntary or discretionary benefits and statutory or compulsory benefits (Berman et al., 2012). Statutory benefits must be offered to workers by their employers without failure. If an employee is unable or fails to meet statutory benefits, he or she is liable to penal action because deprived employees can take the employer to court. On the other hand, voluntary benefits are fully dependent on the wishes or will of an employer. Furthermore, failure to meet voluntary benefits cannot be enforced by law. Some of the voluntary employee benefits include Facebook, Netflix, and Google. Compulsory employee benefits include workmen compensation, provident fund, bonus minimum for employees, and maternity among many other benefits (Berman et al., 2012).
Labor Law Compliance and Relations
Complying with employment and labor laws is a primary HRM function. Contravening labor laws can cause workplace complaints related to general dissatisfaction regarding working conditions, unsafe working conditions, and unfair employment practices that may have an adverse impact on profitability and productivity. The HR department should be aware of state and federal employment laws such as the Fair Labor Standards Act, Title VIII of Civil Rights Act, the National Labor Relations Acts, and other regulations and laws (Bratton & Gold, 2017). Moreover, it is important to maintain peace and harmony in the workplace through the smooth running of processes and avoiding conflicts. Maintaining labor relations describes the interaction of the employer and employees who are represented by trade unions. Trade unions describe an organization of workers who unite and obtain more voice regarding working conditions, wages, benefits, and other employment issues. Employers should negotiate with labor unions to solve grievances and disputes.
Performance Appraisal
Performance appraisal evaluates employee performance to ensure it meets the accepted standards. HR managers develop and administer performance appraisal systems. However, the actual appraisal is implemented by managers and supervisors. Other than offering a basis for disciplinary action, pay, and promotion, performance appraisal findings are significant for employee developments because the findings serve as a tool for motivation and guiding performance (Storey, 2014). To measure employee performance, HR managers develop performance standards, communicate performance standards to workers, evaluate employee performance according to different appraisal techniques, and then compare employee performance according to the company’s performance standards.
There are different techniques of performance appraisal techniques classified as either traditional methods or modern methods (Berman et al., 2012). The type and nature of an organization determine the method of performance appraisal because some methods of performance appraisal may not be suitable for all organizations. Some of the modern methods include cost accounting method, management by objectives (MBO), 360-degree appraisal, behaviorally anchored rating scales and assessment centers (Berman et al., 2012). Traditional performance appraisal techniques include confidential reports, ranking methods, field review method, paired comparison, essay method, grading, graphics scale method, forced distribution method, graphics scale method, forced choice method, critical incidents method, and checklist method (Berman et al., 2012). An organization should select the most effective appraisal method that addresses the main concerns and objectives of the business. Failure to select an appropriate appraisal technique may lead to incorrect findings. All in all, performance appraisal in an essential HRM function that evaluates whether employees' productivity meets the acceptable standards.
Conclusion
The essay has evaluated the functions of HRM. HRM is a section within a company’s management concerned with employees and their relationships. HRM functions are classified into two: managerial functions and operative functions. Managerial functions include planning, organizing, directing, and controlling. Operative functions include staffing, training and development, job safety, compensation and benefits, labor law compliance and relations, and performance appraisal. An effective approach to HRM allows employees to contribute to achieving company goals properly. All in all, the success of a company is dependent on its ability to effectively implement its HRM functions.
References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems : Sage.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice . Palgrave.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management Routledge.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises : Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals) . Routledge.
