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Human Resources Management Functions
Human Resources functions are inevitable to define organizational success. It is well known that any organization with an efficient human resource department can develop on its structure and infrastructure. The Human Resource Department provides the foundation for the required infrastructure in the form of employees (Svetlik & Stavrou‐Costea, 2007). The HR department of any organization is responsible for proper recruitment of workers and allocating them within the organization.
There are several disciplines of Human Resource management, but the following seven principles of Human Resource are the most important, such as Strategic HR Management, Staffing, Employee and Labor Relation Management, Talent Management, Risk Management, Equal Employment Opportunity and Worker Protection. Out of the seven principles of Human Resource Management, the following three are the most essential for the development and progress of the organization, Staffing, Talent Management, Employee and Labor Relation Management.
Staffing
Staffing is the process of recruitment of employees and placing them within the group, based on their abilities, and overseeing their work. The process is being considered as one of the significant aspects of the development and progress of an organization. The efficiency of an HR department in the staffing section is considered by the number of vacancies the department fills within a specified time limit. The global market is changing rapidly. There is a need for the organizations to change also. The changes in the organization can be affected by the recruitment of new employees (Newhall, 2011).
The productivity of an organization can be increased with the hiring of new employees. The new employees are motivated to work for the organization. They are ambitious and with proper motivation are ready to go the extra mile. An efficient HR department will adequately screen applicants and choose the best possible employee for the vacancies in the organization. Furthermore, with the recruitment of new talents in the organization, it is possible for any firm to venture out their business into new sectors of the market.
Talent Management
Talent Management is a scientific method that helps in the strategic human resource planning. The method helps in the improvement of the value of the business supporting the organizations in meeting the goals and objectives. Staffing is considered to be an aspect of talent management. Talent Management also includes the retention of employees, their development and proper rewards for their work in the organization. Talent Management can be used as a tool for optimizing the work efficiency of an employee within the organization. Staffing has already been discussed hereinabove.
The benefits of staffing have also been discussed. The next step of talent management is the developmental stage. It is necessary for any HR department to provide the employees with the tools for succeeding within the organization (Miranda, 2005). For the new recruits, this is an orientation program to acclimatize themselves to the working conditions of the profession. The main purpose of the orientation is to help the new hires to understand the organization culture and to adapt themselves to the new environment. HR departments are also responsible for providing leadership training to the managers and supervisors in the group.
Developmental programs conducted by the HR department helps the employees of the organization to complete their education while working for the corporation. It is necessary for any organization to progress and develop in its present conditions. Only through the process of development can any organization be competitive in the market. The training and development programs conducted by the HR department of any organization helps to develop and nurture the talents, which are working for the organization. It is pertinent to mention here that with the development of the individuals within an organization, the organization can aim for higher standards from their employees, thus overall increasing the efficiency of the organization and its productivity.
Talent management also involves the retention of the present employees of an agency. Employees tend to leave the profession if they do not find enough scope to succeed and develop their abilities (Fang Law & Jones, 2009). Thus, it is the responsibility of the HR department to understand the needs of the employees and conduct appropriate programs for the retention of the present employees of the organization. Rewards are the emoluments that the agency offers its employees for their services to the profession. HR department is responsible for overseeing the work and morale of the employees. It is well known that everyone like to be appreciated for their effort. Thus, with the proper rewarding system in an organization, the employees will be motivated to give more effort in their work to achieve the organizational goals.
Employee and Labor Relation Management
The modern day work environment has changed. Labor unions have cropped up in various organizations. It is the work of the HR department to maintain a cordial relation between employer and the employee, in the unionized work environment. The HR department is responsible for strengthening the relationship between the employee and the employer (Atkinson, 2005). Therefore, this is an important aspect of any organization. It is imperative that a healthy and stable relationship exists between the employer and the employee; otherwise, the group cannot develop and progress.
With discord existing between the two parties, any organization cannot function properly, thus disabling the corporation from reaching its organizational aims and objectives. An efficient HR department shall either handle such relations with a dedicated member within a department or from an authority under its supervision for the monitoring and regulation of the employer-employee relationship.
References
Atkinson, H. (2005). Creating a “three‐dimensional” HR strategy at Hallmark Cards. Strategic HR Review, 4(4), 8-9. http://dx.doi.org/10.1108/14754390580000797
Fang Law, S., & Jones, S. (2009). A guanxi model of human resource management. Chinese Management Studies, 3(4), 313-327. http://dx.doi.org/10.1108/17506140911007486
Miranda, S. (2005). Creating the indispensable HR function. Strategic HR Review, 4(3), 32-35. http://dx.doi.org/10.1108/14754390580000608
Newhall, S. (2011). Creating a bridge between people and business metrics. Strategic HR Review,10(4). http://dx.doi.org/10.1108/shr.2011.37210daa.003
Svetlik, I., & Stavrou‐Costea, E. (2007). Connecting human resources management and knowledge management. Int J Of Manpower, 28(3/4), 197-206. http://dx.doi.org/10.1108/01437720710755209
