10 Key Functions of Human Resource Management (HRM)

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.

Human Resource Management
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.

The Scientific World

The Scientific World is a Scientific and Technical Information Network that provides readers with informative & educational blogs and articles. Site Admin: Mahtab Alam Quddusi - Blogger, writer and digital publisher.

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