Human resource management comprises a number of functional areas. Below is a discussion of those areas and how they contribute to the organization’s overall performance (Armstrong & Taylor, 2014).
Staffing includes determining the organization’s personnel needs, recruiting and screening suitable candidates to satisfy those needs. These duties may include activities such as designing job postings, advertising open positions, interviewing applicants, hiring, and conducting skill assessments(Armstrong & Taylor, 2014). HR professionals who are entrusted with staffing duties ensure that the organization has the right skills and manpower to carry out its day-to-day operations effectively. They also ensure that the organization’s recruitment process is discrimination free.
This area is also known as benefits and compensation. It is the duty of the HR department to deal with employee’s direct and indirect compensation. Their activities in this area include payroll processing and administration of benefits(Armstrong & Taylor, 2014). This helps in making sure that the organization complies with the Fair Labor Standards Act when paying its employees, the company’s payroll taxes are properly filed, and that the organization’s benefits administration procedures are conducted effectively.
This function is also known as workforce development or training. Training may be for soft or technical skills; it may also be for one employee, a group or the entire organization’s work force. The HR department’s duties include identifying areas where skill improvement is required, identify and implement a development plan, and finally follow up on the outcome of the development plan. The HR personnel may be required to provide the training themselves, they may invite trainers to do so, or they maysend employees to attend external classes(Armstrong & Taylor, 2014). This function not only enhances job satisfaction thus reducing turn over rate but it also ensures that the organization has all the skills it requires to operate effectively. This function improves skills of the already existing work force, which in turn increases productivity.
This function concentrates on preserving progressive relationships between the company and its employees. The scope of this purpose includes duties such as managing employees’ morale, conducting performance appraisals, introducing and implementing rewards and recognition programs, validating policies compliance, investigating complaint and labor affairs. Employee relations experts’ work closely with those charged with governance, offering them any support and/or assistance when need be(Armstrong & Taylor, 2014).
An organization is required to provide its employees with a safe working environment. This safety function safeguardsthe organization from Occupational Safety and Health Act requirements complaints. This function includes roles like initiating and implementing safety policies and procedures;steering safety audits;supervision of safety training;and handling accidents and occupational injuries that may arise(Armstrong & Taylor, 2014).
Summary – Human Resource Management Key Functions are Staffing, Total Rewards, Employee Development, Employee Relations and Safety.
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