Human resources have many important functions in an organization. In this article, we will explain the 12 key functions of HRM, but first the definition. If we want to understand the human resource function, we need to understand what is human resource management (HRM). According to Storey (1995), human resource management is a unique employment management method that seeks to obtain a competitive advantage through the strategic deployment of highly dedicated and capable workforces and the use of a comprehensive variety of cultures, structures, and personnel technologies.
Human resource planning
The first human resource function is to understand the future needs of the organization. What kind of people does the organization need, and how many people does it need? UBoth focus on where the organization is currently and the conditions it needs to succeed in the future.
Recruitment and selection
There are many advantages to being an attractive employer, and vice versa. A good example of the latter is the tobacco industry, which has difficulty attracting talent due to its damaged reputation. With a strong employer brand and the right sourcing strategy, you have already succeeded in half. After candidates apply, the selection process is a human resource tool used to select the most qualified candidates with the most potential. Recruitment technology is advancing very fast, so each part of the recruitment funnel has different types of recruitment tools.
Performance management is essential to ensure that employees maintain productivity and engagement. Good performance management includes good leadership, clear goal setting, and open feedback. Performance management tools include annual performance evaluation (b), in which employees are evaluated by their managers. It also includes a 360-degree feedback tool where colleagues, managers, subordinates, and sometimes even customers, can view employee performance. These types of tools are very useful for providing feedback
Learning and development
Enabling employees to develop the skills they need in the future is an essential human resource responsibility. This is also related to the first human resources function we listed. The human resources department has narrowed the gap between the current workforce and the workforce needed in the near future. Traditionally, organizations have a set of budgets for learning and development. The budget will then be divided among your employees. In some countries/regions, this fee is mandatory. For example, in the United Kingdom, companies with an annual salary of more than £3 million pay a mandatory fee of 0.5% for the professional education of their employees.
How their ambitions align with the future of the company helps attract and retain them. For organizations, better succession planning, higher productivity, and a stronger employer brand are all good.
As the company and society change, there must be an efficient human resource function. Role evaluation is a technical aspect of HR. Companies needs to provide the required level of service while operating strategically. In practice, role assessment involves comparing various parts of the overall HR operation. This may include the quality and availability of workers, work location, work schedule, financial status, job responsibilities, and how much value the work adds to your organization. The idea behind job evaluation is that similar jobs should be rewarded in a similar way. There are different ways to classify functions internally. Classification method: A method used by subject matter experts to classify functions according to their contribution to the entire organization. These functions are in pairs, and the evaluator must decide which is more valuable.
Rewarding employees for their work is a feature not to be missed. Salary and benefits are critical to attracting the right type of candidates for the position and the company. These will vary according to different fields, countries and cultures. In some countries, such as the United States, health insurance is usually part of the job opportunity. However, in a country like the United Kingdom, where the public health system provides most of the medical services for most people, this is not the case. However, the overall reward framework shows that rewards are more than just money. They can also be relationship and psychological results.
Another function of HR is to maintain and cultivate relationships with labor unions and other groups and their members. Unionization is still prevalent in Europe, although generally declining. In 2018, 92% of employees in Iceland joined a union, and 67% of employees in Denmark joined a union. However, in the UK and Estonia, only 23% and 4% of employees are, respectively. In the United States, the number of union members is very small, with 10% of employees joining in 2018
Employee Engagement and Communication
According to Dave Ulrich, one of the key roles of the human resources department is to be a trusted employee activist. Need to inform employees and listen to their opinions on different topics related to them. Communication is related to disseminating relevant information to employees. Becoming an inspector is one of the five elements of a T-shaped human resource professional, which is a new competency framework we have developed for the future of the human resource workforce. Human advocacy includes cultural construction, human practice, workplace advocates and communication experts.
Health and safety
Human resources play an important role in the formulation and implementation of health and safety regulations. A well-known example is the oil company Shell, which prohibits climbing stairs without holding rails, and is also in the headquarters of the company. This is part of Shells, which means zero accidents. Although protecting guardrails on oil rigs is more important, safety is an important part of company culture, and safety roles are everywhere.
HRs responsibility is to help and take care of employees on thier personal issues. Personal health is about supporting employees when things are not going as planned. Problems inside and outside the workplace can have a negative impact on employee performance, engagement, and productivity. This in turn damaged the companies bottom line. Good personal health led by your human resources department should play a role in the one-to-one communication with employees and the communication between the team and the company. For example, the company may offer an employee assistance program through which anyone with a mental health problem can get counseling. Within the scope of the organization, companies can hold Mental Health Awareness Days.
The ultimate function of human resources is management responsibility. This includes HR methods and HR information systems. Human resource methods include promotion, redeployment, discipline, performance improvement, disease, regulation, cultural and ethnic diversity management, and unwanted parenting and harassment. Human Resources Information Systems (HRIS) store employee data. To use your data to make better decisions, you need to purchase, deploy, and manage these systems.
The bottom line
So these are the roles that a human resource deparment plays!