Introduction

Human Resource Management (HRM) refers to a strategic and coherent approach which involves the management of manpower, the main asset, in an organization. It involves the maximization of the organizational effectiveness through the management of the human potential such as their capabilities, talents and time. The major functions of the human resources management are human resource planning, recruitment and selection; human resource development; compensation and benefits; and employee and labor relations among others.

Staffing (Human Resource Planning, Recruitment and Selection)

HRM planning involves the assessment of both the present and future needs of the organization in comparison with the present resources and the predicted future resources to avoid overstaffing or understaffing. This brings demand and supply into equilibrium. As a human resource manager, I should first conduct a job analysis to determine the skills, activities, and knowledge requirements for an employee in a given job. We usually conduct the job analysis when organization starts; when a job changes due to introduction of new methods and procedures and changes in technology; and when there is a new job creation (Cherrington 1995). In human resource, we regard the use of job description as a crucial tool during the staffing process. We attract qualified applicants in the advertisements, screen the applicants’ resumes and interview those with proper qualifications. After the selection, there is the appointment of the new employees to respective jobs in the organization.

Compensation and Benefits

The term compensation refers to the payment that employees receive after working for an organization. On the other hand, benefits include things like insurance for the employees, pensions, vacation, stock options and sick days (Cherrington 1995). The compensation and the benefits that employees receive profoundly influence their performance. Ideally, employees should feel that the pay is worth the work they do. We, human resource management, are responsible for the allocation of proper compensation, rewarding the employees with adequate benefits and ensuring they receive intrinsic satisfaction through our provision of stimulating work and enjoyable working conditions.

Human Resource Development

As a human resource manager, I am responsible for the development of the already existing employees by instrumentally identifying ways of helping their present responsibilities and preparing them for probable opportunities that may arise in the organization. Usually, the structure of the organization keeps on changing as a result of expansion and changes in technology hence the necessity of offering programs that focus on the employees’ self development in order to obtain new skills and develop on the old ones. This broadens the employees’ horizons in performing challenging tasks that may arise in due course. Examples on such human resource development include our teaching programs for the employees on the use latest technologies in production, how to handle devices correctly in order to reduce the number or the cost of accidents, and how to improve on the quantity and quality of productivity. Other forms of resource development that we offer are career counseling and mentoring services.

Safety and Health

Our organization ensures that there is no violation of the employee’s rights and also we are able to provide a healthy and safe working environment. According to Mondy and Noe (1996), safety is “protecting employees from injuries caused by work-related accidents” while health is “ensuring that employees are free from physical or emotional illness.” It is our role in an organization to prevent our employees from any health hazards that may arise during work. We therefore carry out occupational health and safety measures to decrease the accidents that may lead to increased operating costs and decreased productivity. The recognized healthy problems that usually arise in place of work include effects of alcohol and drug/substance abuse, smoking, stress and AIDS. We thus provide assistance programs to the employees suffering from emotional problems and physical illnesses.

Conclusion

The functions of human resource management system in an organization are ideally aimed to ensure there is recruitment of employees, compensation for their services, helping them perform their tasks and solving different problems that arise during work in order to optimize business profitability through their performance. As a human resource management team, we should ensure that the employees meet the goals and objectives of an organization through the above discussed functions.