The main functions of human resource management (HRM) are HR planning, recruitment, workplace safety, training, development, compensation, labor law compliance, managerial relations and employee and labor relations.
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| What are the Key Functions of Human Resource Management? |
What is Human Resource Management?
Human Resource Management (HRM) is a strategic and comprehensive approach to managing people at the workplace to achieve better
performance.
Human resources management
is one of the main functions of establishments, and it is concerned with the
process of recruiting and managing individuals who work in the facility.
Human
resources management is a method that depends on dealing with human resources
effectively and efficiently and contributes to achieving the required goals.
Learning
Management Systems (LMS) have integrated the way of human resource management
(HRM) into the hearts of organizations across every industry.
Implementing
an LMS in an organization is extremely beneficial to both managers and
employees. Developing training content is easier and less expensive with an
LMS.
10 Key Functions of Human Resource Management
The human
resources management in the organization has many functions, which can be
represented in the following ways:
1. Human resource planning:
Human resource planning is concerned with
making decisions related to the use and development of human resources, and it
also contributes to obtaining human competencies in the external or internal
labor markets of the organization.
Note that it
helps reveal the strengths and weaknesses of the human resources available in
the organization, and improves ways of dealing with workers, which leads to
reducing costs and time to the least possible extent, in addition to improving
decisions by providing a large database of available data.
2. Job analysis and design:
Job analysis
is an extension of its design, as it begins at the end of the design that is
the basis for it.
Job
analysis also aims to define the characteristics of the work, which is a
process that aims to collect information about the functions of the
organization, and summarize it after the completion of its analysis in the form
of written foundations to indicate its functions, powers, and everything
related to the organization.
Job analysis
is a process that aims to achieve the following results:
Work
performance standards, by gathering information about jobs and analyzing this
information, which leads to a job breakdown or job criteria.
Job
description in which job-specific goals are defined, and the tasks required of
the employee, whether physical or mental.
Job
determinants that indicate the conditions that must be met by employees.
3. Recruitment and selection:
The
recruitment process aims to attract the largest possible number of
competencies, by following a deliberate strategy that includes attractive
programs that create motivation in human resources and increase their desire to
work in the organization.
This process
must achieve a number of goals in order to be effective. Among these goals:
- The ability to reduce the number of unqualified individuals applying for jobs in the organization, which leads to reducing costs wasted as a result of wrong choices.
- Achieve stability in human resources at a high level, by attracting individuals who continue to work for a long time.
- Attract qualified competencies, which in turn contribute to reducing training costs later.
- Employ the appropriate numbers of employees in the organization, and at the least amount of costs.
- Adherence to the means of searching for appropriate competencies, and adherence to the specified legal procedures, which leads to the guarantee of legal, social, and ethical responsibility.
The
selection process aims to hiring employees among the shortlisted candidates and
providing them with a position in the organization.
The selection process is based on the attraction process, as this process is concerned with collecting information about the employees who want to work, which contributes to their acceptance or rejection. The selection process is based on several methods, such as personal interviews, physical tests, oral and written, and providing forms that confirm the employee's eligibility for employment Job, and others.
The
selection and appointment processes are our planned process across a complete
system consisting of basic elements: inputs, outputs, processes, and feedback.
They also go
through many stages that start with reviewing and evaluating employment
applications, initial interviews, and leading to the issuance of the final
decision on the appointment.
4. Training management:
Training is
the pursuit of developing the performance and capabilities of human resources,
and this function is applied based on a planned program in order to know
training needs and to establish training programs.
The training
is also concerned with providing orientation for new employees, and for
individuals working at all career levels.
5. Career development support:
Developing
employee career paths and ladders is the improvement of individuals ’levels by
helping them plan their careers through the factors specific to their
personalities and the environment surrounding them, which control their career
paths.
This
development also includes the improvement of the standard of the facility by
planning the movements of its employees during the period of their careers and
professional lives, thus achieving the benefit associated with its competent
employees.
6. Performance management:
A
performance appraisal, also referred to as a performance evaluation of human
resources is the method used by management in measuring the individual and
collective performance of employees and the extent of their achievement of the
required goals.
The
evaluation criteria focus on the effectiveness of the required achievement and
its efficiency.
Note that
this process is one of the most important functions related to human resources.
This is because it indicates the accuracy of the programs and policies adopted
by the organization.
It also
contributes to attracting a number of new employees who have good quality
skills for the organization, in addition to it reflects the moral, legal, and
social image of the organization.
7. General administration services:
Administration
is one of the oldest human resource management functions on which organizations
and institutions depend, and this function relied on the main idea that every
facility is keen to provide jobs to a group of people.
Therefore,
the facility must implement several tasks and administrative activities in
order to be able to follow up with individuals and collect all their data,
ensure that they are granted their rights, and encourage them to implement
their duties in their jobs.
Human
resource administration also has a nature that varies between the librarian,
accounting and legal services.
The processing
of many of them depends on the use of computers; This contributes to the
provision of reliable and up-to-date data, but the management process remains
static.
8. Wage and salary administration:
The human
resource department determines what must be paid for different types of jobs
and decides on employee compensation which includes - salary administration,
wage administration, fringe benefits, incentives, bonuses, etc.
It is possible to summarize features of HR administration according to the following:
- Recording data and information related to groups and individuals, examples of which are documents, records, and statistics.
- Managing and monitoring of financial wages.
- Ensuring the implementation of labor laws.
- Recording employees' attendance and departure dates on a daily basis.
- Determining the dates for holidays during the year.
- Using computers to process employee records.
- Strengthening relations with government institutions related to labor, such as the Ministry of Labor.
9. Labour law compliance:
Labour law
compliance refers to a set of mandatory rules and several regulatory
compliances which the companies have to follow including minimum wages act,
contract labour act, factories act, workmen's compensation act, etc.
Statutory
compliance in human resources refers to the legal framework that an organization must adhere to in dealing with its employees.
The economic
and labour culture of the industries has changed and developed over time, but
the rules for labour law compliance are still 50-100 years old.
10. Social development:
It is one of
the functions of human resources management that depends on cooperation with
all other departments in the facility.
The
implementation of this function is not linked to the economic dimension only,
but also to the social dimension.
Social development
is concerned with modern and strategic aspects of human resources. It also
seeks to move from the traditional method of managing human resources to the
modern method.
The modern
method is concerned with studying many of the main issues, such as continuous
learning, development of social status, information, communication, and other
issues that affect the facility socially and economically.