The Main Functions of Human Resource - Essay Example

Analysis of The HR-Human Resource Functions Name: Institution: Date: Introduction The human resource role in any organization is to develop, plan, and administer programmes and policies designed to make effective use of human resources in an organization. It is the department that is concerned with workforce and its relationship with the organization (Finney & Palmer, 2004). The objectives of human resource department is to ensure effective use of human resources; to establish working relationships that are desirable among the members of the organization; and to ensure there is maximum individual employee development (Ulrich, 2013). The main functions of human resource are planning, staffing, employee development and employee maintenance. Human capital is crucial for growth of any organization. Organizational goals cannot be met without the functions of human resource. Functions of human resource Human resource planning is a function of human resource. This function determines the type and number of employees required to attain organizational long-term and short-term goals. Research is a vital part of this function (Finney & Palmer, 2004). Planning needs the collection and analysis of information for the purpose of forecasting human resource available and to predict the needs of the organization in future. The fundamental strategy of human resource planning is employee development and staffing. Job analysis is the process whereby the nature of the job is described and the human requirements like skills and experience needed specified. The ultimate product of a job analysis process is the job description. The work duties and activities to be performed by the employee are spelt out in the job description (Badenhorst-Weiss, Brevis & Rossouw, 2008). Job descriptions contain important information that is useful to managers, employees, and personnel people since job description determines personnel practices and programmes. Staffing entails the process of recruiting and selecting an organization’s human resources. Human resources recruiting and planning comes before the selection of people is done to fill up positions in a company. Recruiting is a function which attracts qualified people to fill job positions in the organization. During the selection process the best qualified applicants are picked for hiring from those who were attracted by the recruiting function. The individuals selected are involved in administering and developing methods that enable managers to make a decisions of which applicant suit the job opportunity and which ones do not measure up to the task (Finney & Palmer, 2004). Orientation is the step taken to familiarize the employee with his new environment and help him to settle quickly into his new job position. The new employee gets acquainted with the practices involves in his new job. Training and development is an important function of human resource in an organization. It ensures that individual employees are equipped with the necessary skills, knowledge and experience to deliver their work perfectly. Training is done in order to blend the employee’s skills and experience with the needs of the organization. Training and development provides employees with the knowledge and skills to accomplish their assigned tasks in the organization effectively. If a driver requires computer knowledge for further assignments in the organization, the human resource has the mandate to train that employee to equip him with skills for the additional assignments (Ulrich, 2013). If an organization what to change its computer applications, it has to train its employees on how to use the new applications. In most cases change management involves further training of employees and retiring those who are redundant or cannot benefit the organization any further. Large organizations have development programmes that prepare employees for more technical or demanding responsibilities in the organization. Training and development ensures that employees are able to perform their job effectively. The human resource department has a function of maintaining human resources in the organization in terms of personnel. The employees have to be provided with the work conditions that will make them motivated and committed to their work in the organization. Career development and training can be useful in ensuring that workers are retained in the organization since they feel appreciated. motivation of human resources involves the procedure of integrating people in the work situation so that they are encouraged to deliver or perform their work to their best. Retaining workers in the workplace is important to the achievement of the long-term goals of the organization (Cook & Gildner, 2006). Strategic human resource is used to predict the long terms needs and goals of the organization and prepare to acquire the needed human resources to accomplish them. Employee compensation is also a function of the human resource development. human resource personnel offer a method that is rational for deciding how much employees should be paid for their contribution to the organization. Remuneration is related to the retention of employees. Employees who are well compensated are also highly motivated and they give their best to the organization (Cook & Gildner, 2006). Compensation is also a function of human resource planning. Employee’s benefits and bonuses are another kind of compensation to employees apart from direct pay for the work performed. Human resource function dealing with employee benefits has a lot of features similar to the compensation. benefits consist of both spelt out legally and those that the employer offers at his own discretion. Employee benefits and bonuses are used for motivating employees at the workplace. Benefits are connected to employee retention. Labor relations in the interaction of trade unions with the employees (Finney & Palmer, 2004). Unions are workers who come together to agitate for their rights in terms of working conditions, compensations, leave, benefits, and any other element affected their employment. Human resource planning is an important function of human resource that ensures that the needs of the organization are addressed and the employee compensated adequately. Conclusion Human resource performs the function of planning, staffing, employee development, maintenance and compensation. the best workers have to be attracted through recruitment and selected through a competitive process. Human resource planning entails research to determine the needs of the organization and predict the changing trends in the labor force. The human resources have to be organized properly for achievement of the objectives and goals of the organization. Training and development of the employees is important to align the skills of employees with the needs of the organization. References Badenhorst-Weiss, H., Brevis, T., & Rossouw, D. (2008). Business Management: A Contemporary Approach, Melbourne: Juta and Company Ltd. Cook, M.F., & Gildner, S.B. (2006). Outsourcing Human Resources Functions: How, Why, When and when Not to Contract for HR Services, London: Society for Human Resource Management. Finney, M.I., & Palmer, J. (2004). The Human Resource Professional's Career Guide: Building a Position of Strength, New York: John Wiley & Sons. Ulrich, D. (2013). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results, London: Harvard Business Press. Read More