The Functions Of Human Resource Management


Human resource management can be defined as a coherent and most valued assets called the people which is also called human capital in an organization. This field possesses the human function of resources and proper maintenance and utilization of it for the organization. Human resource management determines the means of procedures, tasks, and activities that intended and to agree achieve in order to make the most for both employee and the company efficiency. With the help of human resource management an organization can be able to find the future needs of staffing. Since companies cannot work on its own and due to reality that people are essential part of it, HRM joins a very major role in the achievement of organizational objectives. This is absolutely right in any type of the firm or organization.

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Functions of human resource management

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Some of the key functions of human resource management are as follows


this allows the organization to plan for the proper utilization of existing manpower, monitor existing manpower availability in the market and the foreseeing the need of manpower for the firm in future


This allows the organization to allot the manpower to achieve its ultimate goals.


This is the process of recruiting and selecting the candidate to fulfill the needs of an organization.


This is the instructions and regulations to for the new employee to understand to cope up with the organizational environment.


The main target of the organization is to keep all employees to work for its ultimate goal. The employees who are not on the track has to be controlled to direct them to the same path of achievement

Stages and situational functions of an organization towards the employees with Human Resource Management

Recruitment and Selection:- a part that an employee being hired or repositioned in a company Recruitment can be defined as recognizing a position in an organization to employee someone in order fulfill the needs of it.

Selection is the step by step procedure to choose the right candidate that is suitable enough to fill the required position. When doing these an organization should take care of some key questions in order to carry on with procedures.

What do we want from the position?

How can we attract the right candidate?

How can we identify the right candidate?

How can we know we got it right?

Who all should be involved in the process?

Redundancy: - an employee is given proper security when the company needs fewer amounts of resources or retirements. This is usually occurring when an organization does not require the position or the organization itself is going to shutdown.

Industrial and employee relations:-this is a major clause of organization status to be maintained in the industry. From the research done on this, it is widely accepted that if the employee has commitment on the organization due to attitude of organization towards its employees through considerable payment or over payment to motivate them. This is industrially called in several ways like the psychological contracts or by the loyalty of the employee to the organization. The interaction between the individuals is a major part in organizational performance and productivity.

Record keeping of personal data:-keeping details of each and every employee including their work history and present status. This helps the organization to decide and allot the employee to categorize to a specific segment for the ultimate utilization of the workforce. Proper allotment of the people with their skills and knowledge on an area gives excellent outcome in the overall performance.

Employee benefits and compensation:-the organization offers to the employee on situations. This is the security an organization gives to the employee for them to retain. Employees will be more confident to work with security of their job and other benefits that are available for them. This is sometimes goes competitive in order to retain talented and experienced employees to avoid them going to another companies.

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Confidential advice to 'internal customers' about problems at work: - this allow the employee to have a communication with the organization in order to deal with the problems they are facing in the work place. The organization also enquire the welfares of the employees so that they should feel themselves that they are also on the eyes of the organization on considerations. Negligence is the most negative part of human dissatisfaction.

Carrier development of employees:- individual development of employee develops and organization. The organizations must be always prepared with the rapid change of the environment. So they always allow employees to attain as much knowledge as they can in order to develop the company performance and standards. This improves individual performance that is the backbone of the organizational overall performance. Organizations always conduct seminars and tests in order to maintain their position in the market.

Competency monitoring (mapping):- work efficiency rating of employees. Organizations always monitor the efficiency of the employees in order to understand the outcome of their productivity. This helps the organization to understand on which all segments they should improve in order to maintain its stability.

Time and motion study:- time and minimal motion gives more efficient and more productive organization. This technique is implemented in many of the organization for better productivity of organization. Time and motion study is how a work is to be done on a given period of time with reduced effective motion of work for attaining high efficiency outputs.

Performance appraisal: - this deals with the contribution of the employee to the organization. This is the process of obtaining, analyzing and recording of information of the employee in order to understand the contribution of each employee in an organization.

Trends and Influences of Human Resource Management

A business operation is mainly focused on the following major influences.

Demographics: - it can be defined as the characteristics of structure and size of population

e.g.: - age, work class.

Diversity: - it can be defined as the difference between the people in population

e.g.: - race, gender, sexual orientation. Disability, geographic origin

Skills and qualifications: - These are not only about knowledge of an individual, but also the ability of the individual in the organization as an employee.

e.g.: - .rewards, community investments.

Individual responses:- the employee attitudes of different geographical locations.

e.g.: - geographical spread, occupational structure, generational difference.

Framework:-creating a framework for human capital.

Structure: - this enhances individual developments and acquiring targets. Can be incorporate with human resource strategies.

Training: -this develops high level of work of individuals. Training gives more precise to the working environment and the employees get better knowledge and working attitudes with the environment they are coping with.

Harvard map of Human Resource Management [3]

Harvard map (Beer's map) outlines four areas of Human Resource Management

Human resource flows: - recruitment, selection, termination, promotion.

Reward system:- pay, motivation, promotion, recognition

Employee influence:- influence of responsibility, power, authority

Work system: - the way in which people is arranged and defined to work in an organization.

The above walk towards the four C's of Human Resource policies which are

Commitment:- an employee must deliver at its best for the organization

Congruence: - how suitable the employee is for the organization

Competence: - how competent the employee to attain target for achieving organizational goals

Cost effectiveness: - is it economically feasible for the organization to maintain the employee and position.

Key elements of Human Resource [4]

The crucial elements of Human Resource are

Resource plan:- this contains all the Human Resource resources involved in a company. It contains which all human resources used in what all ways and how it is implemented.

Resource breakdown structure:- this is how the Human Resource differentiate according to their function. This gives a detail about how the human resource work on each segment and on each levels like corporate, operational and functional levels.

Responsibility assignment matrix:-here the Human Resource is assigned specific tasks to get responsibility in each branch of function. In this each function has its own responsibility, what all things to do for each individuals and how should it be done

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Resource over allocation: - this is the over allocation of Human Resource in order to do more work than in normal time. This is very expensive and needs over times. This is not a usual function. It is done when the company has limited resources and has to utilize well on critical stages in order to maintain and achieve its target on demand. Many organization use this in different ways according to the mode of function and facilities that provide to the employee and also the functional structure of the organization.

Resource histogram: - this is the graphical representation of over allocated resources and makes it easy for the managers to allocate resources. This diagram gives a detail of which all resources is allocated and on what tasks and make the managers to decide the allocation frequency and requirement of each tasks in order to reallocate or schedule the resources.

Resource dependency:-if a task is dependent a particular resource. In some instances resources are purely dependent to each other. If one of the resource is allocated the whole function will end up.

Resource leveling: - this is the redistribution of Human Resource to avoid imbalance. This is done for improving the distribution of Human Resources to necessary tasks in order to maintain the equilibrium of the functions. This is by identifying the unnecessary over allocations to the task which has highly scarce of human resources.