Funtions of HR Management - Literature review Example

Running Head: Functions of HR Management Functions of HR Management [Institute’s Functions of HR Management Human resource management is an essential part of any business process. The employees and staff of every organization are the main inputs into the production and business process and determine the level of success that a business is likely to attain. Putting maximum effort into human resource management can highly influence a business’s success, as it is vital to ensure that employees are efficient and motivated to perform their jobs well (Dessler & Zhao, 2009). Large businesses often have a separate department for human resource management and use this department to optimize the efficiency and effectiveness of employees. The functions performed by the human resource department include human resource planning, recruitment, and selection; human resource development, the provision of compensation and benefits; the handling of safety and health standards, EEO and affirmative action, and employee and labor relations. All of these functions combined aid the performance of the primary function of human resource management, which is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives (Dessler & Zhao, 2009). This paper seeks to highlight and explain the various functions of human resource management and shed light upon which functions are more important in comparison to others. The paper also seeks to explain how these functions can be used to optimize the role of human resource management and enhance employee contribution to the business. The paper will begin by reflecting upon the various functions of human resource management turn by turn and thus, commenting upon the main issues prevalent in their use and current applications of the function in a workplace. The paper will conclude by summarizing the main points included in the paper and providing recommendations as to how the functions of human resource management can be optimized to aid the primary function of the discipline and improve employee performance (Dessler & Zhao, 2009). The very first aspect and duty of the human resource management department is to ensure that the hiring process is fair and unbiased. Thus, the principle of equal employment opportunities and affirmative action is implemented within the organization by the human resource management department. This means that the human resource management department ensures that equal opportunities are available to all applicants regardless of their age, gender, ethnicity, or disabilities that may exist. All applicants who are qualified for the job must be considered equally and personal preferences or biases must not endanger certain employees from being able to attain a position in the organization (Dessler & Zhao, 2009). Thus, it is important for the human resource management department to ensure that equal opportunities are available for females, males, older people and younger employees, and minorities or people belonging to various ethnicities. This is also encouraged or enforced by law and organizations who do not abide by such principles are likely to have lawsuits filed against them besides the fact that they are highly likely to gain a bad reputation (Hendry, 2011). Affirmative action means that the human resource management department must attempt to correct previous practices by ensuring an equal quota of employment opportunities for individuals who were not accounted for before. Thus, the organization must attempt to keep positions open for females, minorities, and people with disabilities (Hendry, 2011). However, this does not mean that the organization is obligated to hire people who are unqualified for the job. The organization has the full right to hire people who are most adequate for the job. However, discrimination should not be present in the hiring process against a person who is qualified for the job, yet is not being given an opportunity because of things that are not related to his qualifications; can be aspects such as marital status, age, gender, or disabilities that do not hinder the work required by the organization (Hendry, 2011). These actions needed to be taken because many organizations were accused of discriminating against employees on an unfair basis preventing females, ethnic minorities such as Blacks, Hispanics, and Asians, and disabled people from getting a proper job. Thus, these people were unfairly affected even though they were qualified for the position. Thus, it was made illegal to discriminate against employees on an unfair basis (Hendry, 2011). Once the organization sets in this principle and then takes affirmative action to ensure that sufficient positions are available for minorities, females, and disabled people they must begin their next function which is the human resource planning, recruitment, and selection process (Philips, 2012). The human resource planning process entails planning the number of positions available and the time when they need to be hired. Moreover, devising job descriptions and job responsibilities are also part of the human resource planning process. The human resource management department must decide which qualities or qualifications are required for the particular job and which type of candidate they want to consider keeping in mind the ethical considerations of equal employment opportunities for all qualified candidates (Philips, 2012). After the positions and their requirements have been planned, it is essential for the organization to plan a method to recruit and attract the required candidates towards applying for the available jobs. This stage is called recruitment in which the organization plans on how to attract the best possible candidates towards the position. Decisions pertaining to this area include where to advertise the job, whether to internally recruit employees towards the job or opt for external recruitment and the job package offered to the employee (Philips, 2012). The human resource management department must then advertise the job through the appropriate mediums and design the advertisement in a way, which attracts the qualified individuals. Depending on the type of post available, advertisements can be published in newspapers, magazines, business pamphlets, on the internet, etc. During the recruitment process, the job package must also provide details of the benefits provided to employees for working for that particular company so that the most qualified employees are attracted towards applying for that particular company rather than others (Philips, 2012). The last stage in this process is the selection process in which human resource professional’s interview and assess the relevant candidates for the job and make a decision regarding the most appropriate candidate to fulfill the position. Asking the most appropriate questions and assessing candidate qualities properly without the prevalence of biasness is also a function that human resource managers must perform (Hendry, 2011). Perhaps out of most of the functions performed by the human resource department, the planning, recruitment, and selection process is one of the most important. It is essential for the HR department to recruit and select the correct employees who prove to be beneficial for the company and are a heavy contribution to the progress of the business (Hendry, 2011). The planning, recruitment, and selection process takes a lot of time and resources of the firm. Hence, making the correct decision is essential for the firm. Organizations such as Nestle and Proctor & Gamble advertise their vacancies in prominent newspapers and on their own company websites. They make use of several tests such as logical reasoning tests, personality tests, and mental capacity tests to find the perfect fit for their organization. They also repeat these tests with candidates in the interview process to ensure that the candidate was the person who attempted the test in the first place (Bloom & Reenen, 2011). Hence, through these practices these organizations aim to find the adequate and most appropriate candidate for the job. They put a great amount of emphasis upon the selection process as they feel that finding an employee who can properly adapt to the corporate culture of the organization and possesses the qualities required for the job is one of the most important aspects (Bloom & Reenen, 2011). After choosing the correct candidates, another very important function of the human resource department is human resource development. This includes aspects such as training and development and job enrichment, enhancement, and rotation. This aspect highlights the responsibility of the human resource department to ensure that employees are properly trained and they possess skills for the required job. Additional training and development must be provided to employees along the way to enhance their performance and keep them motivated to move forward (Reenen, 2011). Job enrichment, enlargement, and rotation are aspects, which enable employees to remain motivated and not get bored of their jobs. Hence, the added responsibility gives employees a sense of prestige and recognition. Thus, they usually aim to perform better and always feel like they must conquer the new challenge. Boredom and lack of motivation in a job can be a cause of serious consequence and can be rather harmful to the organization (Reenen, 2011). Another important factor in motivating employees is compensation and benefits. It is said that money is always a high motivator. However, while the organization can facilitate the employee by providing him with bonuses, promotions, and additional pay, the organization can also add to the employee’s motivation by providing him with benefits of different types (Hendry, 2011). Benefits include fringe benefits such as vacations, car allowance, medical and health insurance, children’s allowance, accommodation, transport, and other various benefits that an employee may receive. Some organizations prefer to give their employees benefits instead of monetary compensation, as they perceive it to be more motivating for the employee and to add to his/her sense of prestige (Philips, 2012). Providing these benefits is essential as employee motivation and increase in productivity is essential. When employees are receiving fair compensation and benefits for their work, they are likely to work harder and aim to improve their performance for the attainment of further benefits. If an organization does not offer employees any benefits, employees are not likely to aim for anything and thus their performance will deteriorate (Philips, 2012). Moreover, employee turnover may increase if employees are not properly motivated. Nestle and Proctor and Gamble often provide their employees with commissions, bonuses, and additional pay in times of prosperity in order to make them feel as if they are an integral part of the organization. They also provide their employees with additional benefits such as vacations, marriage allowance, medical and health cover, etc (Philips, 2012). Other responsibilities of the HR Management department include ensuring safety, health standards are maintained in the workplace, and employees are treated fairly. If hazardous practices or dangerous machinery is used, safety protocols for the employees must be put into place and accident compensation must be provided in the case of unfortunate occurrences (Hendry, 2011). Ensuring the safety and health of employees is not only essential as an ethical obligation but is also required by the law of most countries. There have been several instances where employees were exposed to hazardous chemicals in factories and were then diagnosed with various types of ailments and diseases (Hendry, 2011). Another highly important aspect of human resource management is maintaining employee and labor relations. Trade unions and other associations within the organization should have a productive and effective relationship with the management in order to ensure peace and tranquility within the operations of the organization. Communication channels and proper relationship maintenance practices can help enhance the coordination between employees and the management (Philips, 2012). While all of these functions combined are essential parts of the human resource management department, the employee selection process and the provision of compensation and benefits may be one of the most important functions performed by this department. This is because choosing the right people and then keeping the right people is integral for the success of the organization. The ethical responsibilities of maintaining health and safety standards and EEO and affirmative action are also highly important in maintaining the reputation of the organization. Hence, maintaining a balance between all of these functions is important for the human resource department and is a vital contribution to the success of the firm (Philips, 2012). References Bloom, N., & Reenen, J. (2011). “Human Resource Management and Productivity.” Handbook of Labor Economics. Vol. 4. pp. 1697-1767. Dessler, G. & Zhao, S. (2009). A Framework for Human Resource Management. New York: Harvard Press. Hendry, C. (2011). Human Resource Management: A Strategic Approach to Employment. London: Routledge. Philips, J. (2012). Accountability in Human Resource Management. New York: Gulf Publishing Company. Read More