Human Resource Management (HRM) Functions And Roles

Human Resource Management HR Roles


Human Resource Management (HRM)


Human Resource Management (HRM) is the process in which people are recruited, provided training and compensating them, developing policies and strategies for them to sustain people. As a field human resource management (HRM) has play an important role in today's organizations. In the past, HRM functions were the processing payroll, sending birthday gifts to employees, arranging and making sure that, the company's forms were filled out correctly. The Human Resource Manager perform all or at least some HRM tasks. Such as most managers are concerned with compensation, motivation and retention of employees, making these aspects not only part of human resource management (HRM) but also part of management. What are the functions of the human resource management (HRM) department in the organizations?

Human Resource Management (HRM) Functions


Human Resource Management (HRM) is a strategic process, which includes staffing, compensation, retention, training and employment law and business policies. In other words, your job as a human resource (HR) manager, will not only administrative role to write policy and procedures and hire people, but also to make strategic plans to hire and train the right people on right time. Keep in mind that many functions of human resource management (HRM) are also tasks, performed by other department managers. The main important functions that human resource management (HRM) perform in organizations are,
Staffing.
Development of Workplace Policies.
Compensation and Benefits Administration.
Retention.
Training and Development.
Dealing with Laws Affecting Employment.
Worker Protection.
Communication.
Awareness of External Factors.

Staffing


Staffing function is for the people to work in the organization. In the organization the most sophisticated machines and humans are needed for perform the task because of this, staffing is a major function in human resource management (HRM). The entire recruitment process from hiring employees to negotiating salary packages is included in the staffing function, there are four main stages development of a staffing plan. The plan allows HRM to see how many people they should appoint based on revenue expectations. Develop policies to encourage multiculturalism on the job. Multiculturalism in the workplace is becoming more important, as we have many more people from different types of backgrounds in the workforce. Staffing involves searching for people to fill open positions. In this phase, people will be interviewed and selected, and appropriate compensation packages will be negotiated.

Development of Workplace Policies


Every organization has policies to ensure fairness and continuity in work within the organization. One of the jobs of human resource management (HRM) is to develop action around these policies. In developing policies, HRM, management and executives are involved in the process. Human resource management (HRM) professionals will likely recognize the need for a policy or policy change, ask for an opinion on the policy, write the policy, and then tell that policy to employees. It is important to note here that HR departments cannot work alone. HRM department coordinates with all other departments in the organization for policies making. workplace policies can be on the following topics such as,
Discipline process policy.
Vacation time policy.
Dress code.
Ethics policy.
Internet usage policy.

Compensation And Benefits Administration


For Compensation and Benefits Administration human resource management (HRM) professionals need to determine, whether compensation is fair, meets industry standards, and is high enough to entice people to work for the organization. Compensation includes anything that an employee receives for his work. In addition, HRM professionals need to ensure that salaries are being compared to payments from people doing similar work to other people. It involves setting up a pay system that considers the number of years, experience, education and similar aspects with the organization. Examples of employee compensation are,
Pay.
Health benefits.
Retirement plans.
Stock purchase plans.
Vacation time.
Sick leave.
Bonuses.
Tuition reimbursement.

Retention


Retention is the major challenge for the human resource management department, to keeping and motivating employees to stay with the organization.  Pay package is a major factor in employee retention, but there are many others factors due to which, employees leave a organization. These are the following reasons,
Issues around the job they are performing.
Challenges with their manager.
Poor fit with organizational culture.
Poor workplace environment.

Training and Development


Training and Development spent time to new hire employees, we want to ensure that they are not only trained to do the job but also continue to develop the new skills in their jobs. This leads to higher productivity for the organization. Training and development plays an important role in employee motivation. Employees who feel they are developing their skills take pleasure in their jobs, resulting in increased employee retention. training development programs increase the
Job skills of the employees, the training programs include,
how to run a particular computer program.
Training on communication.
Team building activities.
Policy and legal training.

Dealing With Laws Affecting Employment


Human Resources Management (HRM) department's People should be aware of all the laws, that affect the workplace. The legal environment of HRM is always changing, so HRM must always be aware of the changes, that occur and then inform those changes throughout the management organization. Instead of presenting a chapter focused on HRM laws, we will address these laws in each relevant chapter. HRM professionals can work with some of these laws,
Discrimination laws.
Health-care requirements.
Compensation requirements such as the minimum wage.
Worker safety laws.
Labor laws.

Worker Protection


Worker protection is a major consideration in all organizations. New laws are often enacted with the goal of establishing federal or state standards to ensure worker safety. Union and union contracts can also affect labor safety requirements in a workplace. It is up to the HRM manager to make them aware of worker safety requirements, and ensure that the workplace is meeting both federal and union standards. Worker safety issues may include the following,
Chemical hazards.
Heating and ventilation requirements.
Use of “no fragrance” zones.
Protection of private employee information.

Communication


Communication is the leading important roles for human resource management (HRM) Professional, good communication skills and excellent management skills are critical to successful human resource management, as well as general management, For dealing issues in the organization by Successful Employee Communication.

Awareness of External Factors


In addition to the management of internal factors, the HRM manager needs to consider external forces that may affect the organization. External forces, or external factors, are things over which the company has no direct control, However, they can have positive or negative effects on human resources. flexible work schedules allowing for the employees to set their own schedules, allowing employees to work from home or a remote location for one day in a week, External factors may include the following,
Globalization and offshoring.
Changes to employment law.
Health-care costs.
Employee expectations.
Diversity of the workforce.
Changing demographics of the workforce.
A more highly educated workforce
Layoffs and downsizing.
Technology used, such as HR databases.
Social networking to distribute information to employees.