Define HRM
HRM or Human resource management is the practice to manage employees and fulfil organizational requirements. Human resource management is an approach to meet one’s requirements and motivate them to perform at their best. The human resource management includes certain roles and responsibilities of HR.
What are the functions of HRM?
The HRM definition itself hints at major functions of human resource. The prime function of HRM is to fulfil staff needs and employee experience along with monthly payroll. The functions of human resource management may read from hiring interns to the full and final settlement of people leaving the organization.
This blog will read out some popular HRM functions and actual benefits to a business. So, let’s dive into the intuitive functions of human resource management.
What are the functions and objectives of HRM?
Listed below are the 7 key functions of HRM:
- Talent hiring
- Onboarding
- Training management
- Performance appraisal
- Workforce engagement
- Payroll management
- Compliance management
1. Talent hiring
Recruitment is no kid’s game when it comes to filling 15 vacancies within a month or two. Captivating, screening, scheduling interviews, following-up with rounds, etc. take a huge of your efforts and time.
The role of HR manager here is not just to fill in the desks, instead talent acquisition is the need here. Talent hiring is one of the most important HR responsibilities. Before getting straight into the recruitment, functions of human resource involve proper plans and execution plan to not miss any candidate or round.
A dedicated solution like human resource management software can help you commit hiring process easily and effectively. Easy template generation and ATS (Applicant tracking system) makes it very easy and less time consuming to hire best talent for the organization.
2. Onboarding
Once you conclude with hiring people, it is one of the very important functions of human resource department to orient them to the organization. This ensures that the new joiners feel comfortable and blend in quickly with the culture.
Effective onboarding as HR solution does, ensures smooth orientation process. Proper training management wherever necessary needs to be done. An employee must be well-aware of their responsibilities and resources. Onboarding and training are two crucial functions of HR as it decides the make and break of employee relations with management.
3. Training management
What are some major functions of human resource management? Training and development are definitely among them! As discussed earlier, improper training program can be responsible to employees leaving the organization with 2 months of joining. No clear statements and work responsibilities can force them to quit.
Transparency at company goals and resources can help motivate employees to work at their best and deliver the needed. Educating effectively on company requirements and their contribution can help retain the employee. Company growth with clear communication is what helps the employees most.
4. Performance appraisal
Rewarding an employee is one best way to recognize their hard work and dedication. Reviewing and rewarding is a good practice and one of the important functions of HR.
With regular recognition of hard work and good intuition towards a business growth promotes growth in performance and improved productivity. Automated platform like human resource management software (HRMS) helps in accurate feedbacks and reviews to employee based on his/ her performance.
Degree feedback process for performance appraisal management becomes easy with the software with easy selection of reviewing groups like manager, colleagues, client, etc. The process needs to be fair and transparent.
5. Workforce engagement
Managing employees is every HR’s big game. Keeping them acknowledged and satisfied with activities and HR strategies is important for the human resource department. After all, employees are the pillar of any organization. Managing the right way can win you improved productivity and less employee turnover.
The workforce engagement and management solutions help foster better employee relations at base. It also promotes better work environment. One most popular and effective employee engagement tip could be employee empowerment.
Useful tool like ESS (Employee self-service) portal helps your employees serve themselves and prevent HR intervention all the time. No more need to knock on HR’s door to ask mundane queries. The self-service portal lets them easily download salary slips through mobile phone. Also, leave requests made easy with the portal.
6. Payroll management
Here comes the toughest job in HR. Keeping up with compliances and tax amendment is not so easy. Performing payroll barehanded without software assistance could be an open invitation to penalties and huge errors.
With the ever changing amendments and laws, committing to payroll becomes difficult for HR department. Providing salaries keeping abide by tax rules and proper deductions like PTax, PF, LOP, etc. makes it very critical and error-prone to commit single handily.
Software assistance like payroll management software makes it a piece of cake for the human resource and payroll department. Keep the errors & IRS penalties at bay with a dedicated payroll solution. Keeping up with right calculations is important for right HR management.
7. Compliance management
Be it statutory compliances or keeping up with employment laws, compliance management & keeping organisation away from mistakes is your sole responsibility. An automated payroll system helps you stay away from unwanted situations.
Managing compliances is one of the most underestimated functions of human resource management. But it isn’t. Even a tiny miscalculation can owe you huge penalties & regret would be the only reaction.
Taking precautions and relying on an online payroll software can help you. The HR solution with an integrated payroll module lets you sit back and enjoy an error free & timely payroll for employees. Informative reports and slips leave no second doubt at HR management.
Below are the managerial functions of HRM:
- Planning
- Organizing
- Directing
- Controlling
Objectives of HRM
The organizational objectives of human resource management include:
- Achieve organizational goals
One of the major objectives of HR management is to achieve organizational goals. The HRM organizational objectives include workforce handling, staffing, training and development, payroll management and employee settlement. For successful HR management, the HR manager requires efficient planning and execution.
With resource management and proper execution, HR management is no difficult task.
- Work culture
Work culture and employee relations play a major role in defining objectives for human resource management. Automated HR activities like cloud payroll, timesheet software, data manager, etc. make up a good HR management strategy for developed work environment.
Employee empowerment and transparency can help you achieve employee trust and better human resource management.
- Team integration
Team co-ordination and work integration amidst teams are some prime objectives of HR management. The HR professional must ensure smooth communication between departments. They must ensure resources are available to employees for achieving targets.
Successful team integration helps in achieving streamlined operations and bring data under one platform.
- Training and Development
Effective employment and productivity of workforce is highly dependent upon the training practices provided by HR and training officer. Providing opportunities to employees is one great step to ensure resource management.
There might be difficulties such as planning, scheduling, providing better training, and evaluation of each on-boards. To lesser the pain, solution like training management software can help you create training templates, set schedulers, reminders, etc. Automated training management makes your workforce best fit for their roles.
- Employee motivation
Employee motivation is an important objective to achieve for HR manager. For keeping employees motivated and on right path, they need to be attended and kept engaged throughout.
Empower them. Let them contribute to the organization and make them involve in plans. Involve them into weekly meets and decisions. Also, do not forget to recognize their efforts and achievements. Employee performance management can be the best way to motivate employees and keep them focused.
- Workforce empowerment
Employee self-service portal (ESS) allows employees to apply for approvals and track them through their mobile phone themselves.
Be it a leave request, generating pay slip, checking PF account, on-duty request, upcoming holidays, manager details, or anything, HR intervention is eliminated. Workforce empowerment leads to employee retention.
- Retention
As discussed earlier, employee retention and effective resource management is the prime objective of HR department. If strategies planned well and executed, employee trust is no milestone.
Employee hiring, onboarding, and training the employees are some prime functions of HR. On the other hand, keeping the employees retained is another challenge. Well, strategies like, empowerment, training, motivation, etc. makes employees stay.
- Data and compliance
HR compliance has been always in best concerns of HR manager. Defining compliances and laws will ensure right employment and keep penalties away.
Data management and payroll management are areas where a human resource professional can contribute. IRS guidelines are very important to follow to adhere to right employment practice. Whereas, cloud HRMS solutions can help you keep arrears and fines at bay with automated calculations.
What are the main functions of HR manager?
The functions of an HR manager holds a great significance to organizational growth and revenue. Let us quickly find out main functions of HR manager at an enterprise. Listed below are some:
- Job ad publishing
- Recruitment
- Resource management
- Managerial relations
- Employee relations
Job ad design
Designing job description and job ad on your portal is one of the foremost roles of your HR manager. Job design involves process of describing duties, responsibilities, and compensation of the job. To hire the right employee, you need to first understand the candidate expectations, profile requirements, etc. This will help you determine the kind of candidate you want for the job.
Job designing involves describing the job requirements such as skills, qualification, and work experience. Their daily duty and deliverables need to be identified and described in detail, as this will decide the recruitment strategy.
Recruitment
Recruitment is one of the most basic and equally important functions of HR manager. HRM aims to select and retain qualified and performing employees to achieve their goals and objectives. All this starts with hiring the right employee from hundreds of applicants.
The human resource management also helps in sourcing and identifying ideal candidates for interview and selection. The applicants are then subjected to a designed screening process to filter out the most suitable candidates from the pool of interested applicants. The screened-in candidates are then taken through different interview rounds to test and analyze their skills, knowledge and work experience required for the job position.
Once the main functions of HRM in staffing are achieved, and the candidate gets selected after their designed interviews, they are then provided the job offer and ready to join. This process is important because these selected employees will, after all, help the company realize its goals and objectives.
Resource management
Resource management at HR includes employee management and HR component handling. Components like service portal, desktop, connectivity, communication, mailer system, etc., which also makes work easy and feasible needs to be considered well by HR. This will ensure smooth functioning of employees at work.
Also, you need to see to it that no performing employees feels un-recognized. Employee motivation and performance management are the key to effective employee handling. Employee benefits and compensation are some crucial contributing factors to human/ labor management.
Managerial relations
There are two types of relations at organization that HR manager needs to consider and they include; managerial relations and labor relations.
Here, labor relations are mainly about the relationship between the workforce and the company and managerial relations deals with the relationship between the various processes in an organization.
Managerial relations determine the amount of work to be done in a given day and how to mobilize the workforce to accomplish the objective. It is about giving the appropriate project to the right group of employees to ensure efficient completion of the project. Managerial relations also entails managing work schedules of employees to ensure growth and improved productivity. It is mandatory to handle organizational relations effectively to maintain the efficiency and productivity of the company.
Employee relations
As discussed earlier, relations are essential to maintain good work culture and relationships between employees at the workplace. At workplace, many employees work hand-in-hand towards same objective. Not a hidden truth – every employee has its own characteristics. Therefore, it is essential to handle such employees and relations pro actively.
Toxic culture and reduced work productivity are results of an unattended employee relationship management. Therefore, it is the necessity for the HRM to provide proper rules, regulations, and policies about labor relations. This way employees gain a proper framework to work and deliver. Every employee will there by be aware of the policies, which will create a satisfactory work environment and ethics at work.
