In every organisation, managing the human resources plays an important role. HR managers perform a series of tasks that can help the other departments in the organisation on their personnel matters. Some of the tasks that HRM comprises are hiring and managing the employees. It is the responsibility of the HR department to form the policies related to work, apart from deciding the salaries and benefits of the employees. In this blog we have discussed the functions of Human Resource management. Let us go through them. But before we proceed, let us see
HRM refers to Human resource Management. It is the approach or practise that most of the organisations employ to manage and increase the performance of the human resources effectively. HRM involves a number of activities and processes related to the employee management throughout the employee lifecycle. The main objective of HRM is to hire the correct person with the right skills in the right position. HRM includes the activities like recruitment and selection, performance management, training and development, employee relations, compensation and benefits and workforce planning.
HRM also plays an important role in developing and implementing policies and procedures to motivate, attract and retain the employees and create a positive environment to work that cultivates employee productivity, engagement and satisfaction.
Human Resources planning involves analysing and identifying the current and future human resource requirements of the organisation to make sure that it has the employees with skills and competencies as per the requirement. It also assesses the internal and external factors which will impact the workforce like changes in the business strategies, labour market trends and technological advancements. It also develops strategies that address gaps in the workforce like recruitment, training as well as succession planning.
Recruitment and selection includes attracting, sourcing and selecting the appropriate individuals to fill the job vacancies in the organisation. It creates job descriptions and specifications that will outline the roles and responsibilities of that job and promotes the job positions across the various channels like job portals, social media platforms and career websites, and screens the applications, conducts the interviews and selects the appropriate candidate. Its main function is to assess the qualifications of the candidates, skills, experience and cultural fit with that particular organisation.
Employee Onboarding and Orientation is very important to make sure that the new employees have a smooth transition into the organisation. It gives the details related to the policies, procedures, expectations and culture of the organisation. Employee onboarding and orientation also includes organising orientation programs to the new employees, introducing the new employees to their team, assigning the mentors and facilitating social integration. Effective onboarding and orientation will improve employee satisfaction, engagement and productivity.
Main objective of the training and development programs is to improve skills, knowledge and competencies of the employees to satisfy the organisational objectives ultimately contributing to the professional growth. HRM finds out the training needs through performance appraisals, skills gap analytics and feedback from managers. It plans and offers training programs inhouse as well as through external providers. Development opportunities include coaching or mentoring, workshops, seminars and e-learning modules. The training and development programs help the employees to be up to date, improve their performance and make their career advancement.
Performance management is the process in which performance standards are established, feedback is given, performance is evaluated and employees’ achievements are recognised and rewarded. Managers work with HRM to establish performance goals and standards that align with the objectives of the organisation. They design and implement the performance appraisal systems to assess the progress of the employee and give feedback. HRM plays an important role in maintaining fairness and transparency in the performance evaluation process, providing feedback about the performance and determining the opportunities for recognition and rewards
Compensation and Benefits include planning, implementing and managing the pay structure of the organisation and employee benefits programs. HRM ensures that the packages offered to the employee are fair, competitive and aligned with the industry standards and organisational budget. They perform market research and find appropriate salary ranges, manage employee benefits like retirement plans, health insurance and other benefits and administer payroll processes. HRM plays a crucial role in bonus, incentive programs and recognition initiatives which will motivate and reward the employees for their contribution and performance.
Employee Relations and Engagement focuses on building a good relationship between the employees and the organisation. HRM creates and implements the policies and procedures which will promote fair treatment, harmonious work environment and equal opportunities. They deal with conflict resolution, employee grievances and disciplinary actions. It also cultivates employee engagement through initiatives like work-life balance, enhancing job satisfaction and organisational culture by organising team building activities, conducting employee surveys and establishing channels for open communication and feedback.
Health and safety is an important aspect in HRM. It ensures the well-being and the physical safety of the employees in the workplace. It focuses on developing and implementing the training programs, safety policies and procedures. HRM enables the organisation to assess and identify the hazards, implement the preventive measures and educate employees on the safety protocol. It investigates and manages workplace accidents, ensures the compliance with the occupational health and safety regulations, and conducts risk assessments. It contributes to a positive work environment and decreases potential liabilities for the organisation.
Employee personal support involves providing assistance to the employee in managing the personal and work related challenges. HRM identifies that the employee may face issues that can impact their well being and work performance. So it offers the employees with employee assistance programs, counselling services and referral to external support services. It also offers guidance on flexible work arrangements, work life balance and policies which support employee well-being.
It involves managing a good relationship between the employees, organisation and employee representative bodies labour unions. It plays an important role in handling labour disputes, negotiating and administering labour agreements and ensuring compliance with the labour laws and regulations. They make the communication and collaboration between the management and the employee representatives easy, cultivating a positive and productive work relationship. It also addresses labour related issues like strikes, collective bargaining and workplace regulations while looking to maintain a balance between the organisation’s interest and employees’ rights.
These are some of the functions of HRM that plays an important role in ensuring a fair and equitable treatment of the employees, maintaining positive relationships within and outside the organisation with the stakeholders and promoting the well-being and engagement. By effectively managing the employee relations, managing the compensation, personal support, health and safety and industrial relations, HRM offers a productive and sustainable work environment.
In this blog we have discussed some of the functions of HRM. We hope you found this blog informative. For more such blogs on HRM, stay tuned to HKR Trainings.
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