The primary functions of Human Resource Management include Human Resource planning, which entails planning for the present and future supplies and demands of an organization. The staffing function is mostly concerned with the identification of prospective applicants for present and potential openings. Staffing entails recruitment and selection. Employee relation is another function, which is meant to address the employees’ grievances and problems. This involves labor relations and unionized organizations. Another function is Human Resource Development (HRD), which involves training and development, where employees are given the knowledge and skills to perform their works effectively. HRM ensures that members in the organization acquire the competencies or skills required to meet the present and future job demands.
HRM is also concerned with compensation of its workers for their contribution towards the organizational objectives. Even though, non financial plays a crucial role in improving the morale of the personnel, the significance of monetary reward cannot be undermined.
Another HRM function is maintenance, which refers to improving and sustaining the already established conditions. The main function of HRM is to ensure that an organization acquires competent and willing workforce and to utilize their abilities and talents effectively, in order to achieve its objectives, (Randhawa, 2007, 7). HRM aims at ensuring that an organization hires and retains the most skilled workforce who can help to achieve its goals and objectives.
Week 2
A business can protect itself from discrimination charges by complying to the 4/5ths rule, and through considering individuals from every age during the hiring practice. An organization, which has a right mix of persons at all levels, indicates that it is compliant and thus, will be free from discrimination charges.