Functions of Human Resource Management

Human resource management plays a critical role in preparing businesses to handle the difficulties of a growing and increasingly competitive industry. Increased employee numbers, contract diversity, and changes in the demographic profile force HR managers to rethink the function and importance of human resources management. The functions are reactive to present personnel requirements, but they have the potential to be proactive in changing corporate goals. The functions of human resource management can be divided into three groups:

1. Managerial functions,

2. Operative functions and

3. Advisory functions.

1. Managerial Functions

The following are the managerial functions of human resource management:

(A) Planning: This HRM function determines the quantity and kind of personnel required to meet corporate objectives. Information is gathered and evaluated to identify present and future human resource needs, as well as to anticipate changing employee values, attitudes, and behaviour, as well as their influence on the company.

(B) Organizing: In an organisation, people are assigned responsibilities, connections are established, and activities are coordinated toward a shared goal. Employee relationships are formed so that they may work together to achieve the organization's purpose.

(C) Directing: Activating workers at all levels and getting them to contribute as much as possible to the business is feasible with adequate direction and incentive. Motivating and commanding people allows you to tap into their full potential.

(D) Controlling: After planning, organising, and directing, the actual performance of personnel is reviewed, confirmed, and compared to the plans. Control measures must be implemented if actual performance is discovered to be deviating from the plan.

2. Operative Functions

Human Resource Management's operational functions are as follows:

(A) Recruitment and Selection: Candidate recruitment is the function that comes before selection, bringing a pool of potential applicants to the company so that management may choose the best candidate from that group.

(B) Job Analysis and Design: Job analysis is the process of defining the nature of a job and establishing the human needs for doing that job, such as qualifications, skills, and work experience. The goal of job design is to outline and organise tasks, obligations, and responsibilities into a single unit of work in order to achieve certain goals.

(C) Employee Performance Appraisal: Human resource experts must conduct this role to verify that workers' performance is satisfactory.

(D) Training and Development: This human resource management function aids employees in gaining the skills and information they need to do their jobs well. Both new and existing staff are given training and growth opportunities. Training and development prepare employees for higher-level responsibility.

(E) Wage and Salary Administration: Human resource management decides how much employees should be paid for certain occupations. Wage administration, compensation administration, bonuses, rewards and other aspects of employee remuneration are decided by human resource management.

(F) Employee Welfare: This function refers to a variety of services, perks, and facilities offered to workers in order to ensure their well-being.

(G) Maintenance: An organization's human resource is viewed as an asset. Employee turnover is not a positive thing for a business. Human resource management makes every effort to retain its highest-performing staff on board.

(H) Labour Relations: This role relates to the relationship between human resource management and employees who are represented by a trade union. Employees get together to establish a union in order to have a greater say in decisions affecting wages, benefits, and work environment, among other things.

(I) Personnel Research: Human resource management conducts personnel research to obtain employee feedback on pay and salaries, raises, work environment, welfare programmes, leadership, and other topics. Such studies aid in the knowledge of job satisfaction, turnover, and dismissal, among other things.

(J) Employee Information: Employee related information such as job applications, job history, working hours, wages, employee absents and presents, employee turnover, and other data linked to employees are all recorded, maintained, and retrieved in this function.

3. Advisory Functions

Human Resource Management is a specialist in managing human resources and can provide advise on issues relating to the organization's human resources. Human Resource Management may assist in the following areas:

(A) Advised to Top Management

In the design and assessment of personnel programmes, policies, and processes, the personnel manager assists senior management.

(B) Advised to Departmental Heads

The personnel manager provides advice to the heads of several departments on issues such as workforce planning, job analysis, job design, recruiting, selection, placement, training, and performance evaluation, among other things.