Functions of HRM

In general, human resource management tries to increase employees' contributions to organizations. Contributions are new ideas, productive work and success. Managing human resources should be responsible for social goals. This means that human resource managers must behave in the same way as social ethical standards and at the same time minimize the negative forces in organizations because of their organizational needs. Managing human resources is also a responsibility for these organizations that can be predicted from the concept.

The functions address the current needs of the staff, but may be proactive in redesigning the organization's goals. All HRM functions are related to HRM's core objectives. For example, personal goals are followed by duties such as compensation, assessments, etc.

HRM functions can be roughly divided into two categories, namely:

(i) Management functions and

(ii) Operational functions

(i) Management functions

Management functions of management personnel include planning, organizing, managing, staffing and controlling. All of these functions influence the operative functions

    ·         Planning: it is a part of maintaining organizational capacity; HR's strategic planning for HR can be increased through the use of HR and HR statistics. The human resource planning function (HRP) refers to the number and type of employees needed to achieve organizational goals.

     ·         Staffing: the aim of the work is to offer sufficient supply of qualified persons to fulfill jobs in an organization. Function analysis, recruitment and selection are the most important tasks among staff.

     ·         Organizing: An organization is a way to achieve a goal. It is important to implement the defined way of action.

    ·         Managing: The next logical function after completing plans and organizing is the implementation of the plan. The basic staff management functions at each level are the motivation, order, movement and activation of people.

     ·         Controlling: After planning, organizing and managing different personnel management activities, performance verification must be verified to ensure that personnel functions are carried out in accordance with plans and directions an organization.

(ii) Operational functions                                                    

The operational functions of personnel management are related to the specific tasks of management personnel, namely employment, development, compensation and relations. All these functions work together with management functions.

    ·         Employment: this is the first function of the Human Resources Management (HRM) function. Employment is related to the securing and use of people with the necessary types and levels of human resources needed to achieve organizational goals. It covers functions such as job analysis, personnel planning, recruitment, selection, placement, introduction and internal mobility.

      ·         Compensation: Compensation in the form of remuneration, incentives and benefits is the rewards awarded to employees for conducting organizational activities. Compensation management is the way to determine how many employees are owed for performing certain tasks. Compensation affects staff and staff costs; People are usually attracted to organizations that offer higher rewards in exchange for the work done. This is the process of providing sufficient, fair and fair payouts to employees. It includes task analysis, salary and salary administration, incentives, bonuses, fringe benefits, social security measures, etc.

       ·         Training and development: These programs provide a useful way to ensure that employees can carry out their work at acceptable levels and beyond.

       ·         Performance appraisal: includes risk aversion, requiring changes, developing or assuming new tasks, peer review, frequent checks and checking of change processes.

       ·         Human Relations: This is the process of contact with people. Human relationships are a place of management to integrate people in work situations in a way that allows them to collaborate, work together and enjoy economic, psychological and social satisfaction.