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Functions Of Human Resource Management

Functions of Human

Functions Of Human Resource Management: HR managers responsible for wide range of tasks. HR managers’ functional areas are evolving over time. Human Resource Management (HRM) functions are advisory in nature.

Functions Of Human Resource Management

Functions of Human

Human Resource Planning

It is a term used to describe the process of

Human resource planning is a critical activity that entails estimating the size and composition of the future workforce.

It is a process by which managers ensures that they have the right number and types of people in right places and at the right times, capable of completing assigned tasks effectively and efficiently.

Human resource planning is the company’s lifeblood. The firm may go out of business if the right people are not in the right place at the right time.

Organizations can avoid unexpected talent shortages and surpluses by planning ahead of time.

Job Evaluation

Job analysis is process of determine the tasks that comprise a job as well as the knowledge, skills, and abilities required by an employee to complete the job.

It can be used to create job descriptions and specifications. A job description is written statement that describes what the jobholder does, how it is done, and why.


The process of finding and attracting qualify or suitable applicants to fill vacancies is known as recruitment. Recruiting is necessary because the best-qualify candidates must found to fill vacancies.

Job analysis refers to the methods and procedures used to gain an understanding of jobs. This is covered in the following section. Internal and external sources of recruitment are the most common.

Promotion from within an organisation is referred to as an internal source, while recruiting new employees from outside organisation is refer to as an external source.


De-recruitment, on the other hand, is a process of reducing the workforce in order to balance the demand and supply of employees.

If HR planning reveals an overabundance of employees, managers may wish to reduce the workforce through de-recruitment, which is a difficult task for any manager.

Options for de-recruitment include firing, layoffs, attrition, transfer, early retirement, and job sharing.


Once a pool of candidates develop through the recruiting effort, the next step in the HRM process determines who is the best qualified for the job.

The process of hiring qualify candidates for a job is call as selection.

It is the process of screening job candidates to ensure that only the most qualifiy candidates are hire.

The main goal of selection is to find the right man for the right job. The selection device must be reliable and valid.

Managers use a variety of selection tools to reduce errors. Application forms, written tests, interviews, medical tests, references or background investigations, and the final hiring decision are the most well-known selection devices.


Hence the assignment or reassignment of the duties to an employee is refer to as placement. It can take several forms, including promotion, transfer, demotion, and termination.


Orientation is the process of familiarising new employees with the organisation, its culture, rules and regulations, goals and supervisors, and other employees. It is the process of acquainting new employees with the organisation and their respective work units.

Hence many organisations have formal orientation programmes, which may include a tour of the workplace and a PowerPoint presentation about the organization’s history.

It is significant because it assists the new employee in adapting to new situations.


Training is an ongoing process that assists employees in performing at a high level. It is process of learning new skills in order to do the job properly.

Employee attitudes and behaviours are change and modify as a result of training, which improves his ability to perform on the job. A training programme must accomplish several goals in order to effective.

  • First and foremost, it must be based on both organisational and individual requirements.
  • Second, training objectives should specify which problems will address.
  • Third, all training should base on sound learning theories.
  • Finally, a training programme must evaluate to determine whether or not it is effective.

Job Assessment

Job evaluation is the process of measuring and determining the worth of each job in relation to all other jobs in the organisation. Jobs are rank in order to determine the appropriate worth of each job.

Therefore it serves as the foundation for developing a well-balanced compensation programme.

Hence the ranking method, classification, point, rating method, and factor comparison method are the most commonly use job evaluation methods.

Performance Evaluation

In hence an organization, performance appraisal is a process by which each employee is evaluate to determine how well he or she is performing. An employee evaluate using either absolute or relative standards.

  • The appraisal procedure divide into six steps;
  • Establish performance criteria,
  • Employees should inform about their performance expectations.
  • Assess actual performance,
  • When actual performance compare to standards,
  • If necessary, discuss the appraisal results with the employee.

Therefore take corrective actio to Managers can use written essays, critical incidents, graphic rating scales, behaviorally anchored rating scales, MBO, and 360-degree feedback to assess performance.

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