It is important to know that many people do not understand the work of HRM. Some people only perceive the responsibility of the HRM to hiring, exit interviews, and onboarding. However, the HRM is the place where people should go to when there exists a pressing issue in an organization (Lussier & Hendon, 2017). The HRM is the place where many people do not wish to work at because it attracts a lot of controversies. The Human Resource Management revolved around almost all activities of the organization from the beginning to the end. For instance, it is the place where organizational operations are created, updated and monitored. The primary functions of the HRM include planning, staffing, alignment of activities in the organization, institution of cultural changes as well as compensation. The functions of the HRM is crucial in almost all aspects of the organization.

Therefore, the above functions only represent some of the primary daily activities because the functions of the unit transcend deeper than people can believe. The HRM creates strategic plans for organizational processes such as job design and analysis, recruitment of the required talents, selection and job fit, training and development of staff, appraisal, and compensation as well as legal processes in an organization ((Youssef, 2015). I always say that HRM is the backbone of all organizations because it does the work of managing skills and talents that enable the organization to align itself with the established goals (Lussier & Hendon, 2017). The HRM involves following processes such as performance management, the human resource, and the planning, recruitment and the selection, development, the employee compensation, as well as employment and regulation of labor laws and regulations.

Human resource planning, recruitment, and planning

The HRM create the bigger picture in an organization. For instance, it does create the organizations strategic and planning process. The aspect of the strategic planning process is the backbone of the organization because it involves the crucial steps needed to achieve the goals of an organization. The strategic planning process creates a solid foundation for the organization. It enables each person that works for the organization to fully understand the organization’s vision as well as what should be accomplished to allow for the association to realize its goals. The HRM strategic planning process assists the management in the process of decision-making, problem-solving, market planning, designing of the organization and its operational objectives. The method of strategic planning enables the organization to do environment scanning, forecasting labor, and market analysis, gap analysis, internal analysis and the development of the HR plans and strategies. The HRM also enables the organization to assess its strategy implementation and execution adequately. The first important step in the HRM process is job design and analysis.

The primary role of the HRM is to improve the effectiveness of employees in an organization. It is a delicate process that begins with the process of hiring the right people who can meet the needs and expectation of the organization. It is, therefore, essential to recognize that the most time-consuming part of the HRM is the planning, recruitment, and selection of staff that can meet the needs of the organization (Youssef, 2015). The HR reviews all open positions in the organization, comply with the management of every department while also doing a comprehensive job analysis of the posts under consideration. The HRM can create the job description of the job position under consideration if that is what would enable the organization to achieve its objectives. It gathers information, examines and interpret data about the job tasks and responsibilities during the process. Is it possible to conduct a job analysis that ensures the job description matches the duties needed for the job in an organization? Well, multiple ways can enable the HRM to collect relevant information about the job description, especially during the analysis phase. For instance, the HRM can shadow the workforce with similar job duties while also reviewing previous job performance or even talk with the supervisor of the open position to find more facts that contribute to the completion of the job description.

The process of creating a job description entails three parts such as the identification section, general summary as well as detailed list. The job sections are again broken down into what is best for the job. Within the list of duties and tasks required to maintain the role, there is a need for a line that states, perform other functions when assigned. It is left open-ended so that some tasks can also get accounted for in the organization. It is the best possible way to make the employees realize that there is a need for more flexibility in the open position. It is also essential to include the capability to the list on the areas such as abilities, knowledge, skills and other relevant variables needed to perform the job responsibilities (Youssef, 2015). The open position for employment should also attract some level of academic excellence. It is important to realize that all these factors contribute to the element of the job description. It is these factors that enable the organization to find the right people who can positively contribute to the success of the organization. The HRM also makes sure that the organization’s job description is continuously updated at least every year. Updating the job description enables the organization to find the people for the open positions

Human Resource Development

It is vital for the HRM to develop a platform that helps the organization’s employees to improve their abilities, knowledge, and skills. Employees who have more experience and skills contribute to the realization of the organization’s goals (Youssef, 2015). For instance, such employees are capable of delivering a performance in their respective positions. The best way for the HRM to help employees to develop in the knowledge, skills, and abilities (KSAs) include the offering of services such as

• Training and development of the employees as it enables them to understand new effective ways of doing things in the organization. It is essential on the areas that deal with technology
• Performance management mainly deals with the motivation of employees to see themselves as part of the organization
• Succession, planning and mentoring. It benefits new employees in the organization

The ability of the HRM to offer the above services to their employees not only helps to shape the organization, but it also allows employees to develop their behaviors for the success of the organization. It is important to know that HRM development programs enable their employees to identify their weaknesses and mistakes to manage them in the best way to handle changes in a way that retains excellent talents that help the organization to achieve their goals. It is the duty of the HRM in any organization to control and create training opportunities.

The development of employees in an organization must not necessarily relate to the job held by the employee. The development system of the organization must put more emphasis on the future while also preparing the employees to take up responsibilities from other positions. Some of the critical areas that need employee development are the onboarding processes as well as orientation (Youssef, 2015). It is also vital to provide training opportunities such as career development, temporary transfers, job rotation, coaching and mentoring. The excellent training, as well as the required resources for growth, is critical in keeping the organization’s turn overflow. It is the responsibility of the HRM to promote effective training programs in the organization.

Compensation and benefits

Compensation and benefits of the employees can also help in the process of keeping them informed about the expectation of the organization. It is important to realize that no matter the stage of an employee’s career, it is the compensation packages that enable them to say yes to a job offer in an organization (Bhattacharyya, 2015). Therefore, from the HRM, it is crucial to think about the aspect of employee compensation beforehand as part of the budget expenditure to recruit employees. The compensation packages for the employees should reflect the right candidature for the job. It is the intention of the job candidates to look for compensation packages that meet their psychological demands. It is an aspect supported by the theory of hierarchy. The approach indicates that there is a complex system of the needs and if low needs win the right to compensation, then the employees will feel happy and motivated about their responsibilities in the organization.

The HRM should always figure out the best compensation packages for the employees. For instance, they should collect available information from the market competitors to find out what they are offering because failure to provide competitive packages then the organization will experience employee turnover. The HRM can obtain job market information through the planning process. The pay, as well as benefits to the employees, form vital factors for the attraction, retention, and motivation of talent in an organization (Bhattacharyya, 2015). The success of a compensation plan and benefits packages are found in power to motivate employees to regularly show behaviors and attitudes that align with the objectives of the business.

The ability of the HRM to provide the right packages for the employees reflect how best they will excel in their duties as well as how their behaviors will conform to the culture of the organization. The behaviors of employees in almost all organizations around the world get linked to the compensation and benefits offered by an organization (Bhattacharyya, 2015). In most scenarios, the better the rewards and packages provided for employees in an organization, the harder the employees will commit and work harder to enable the organization to achieve its objectives. It is, therefore, essential for the HRM to always guarantee employees better packages and interest to reduce employee turnover while also improving how they feel motivated.

The benefits and rewards enable the organization through the HRM to attract the right talent in the organization because most of the employees consider the compensation provided by various organizations before they commit to working for them or whether to work for a different employer that offers the best compensation packages (Youssef, 2015). It is also important to know that within the packages there exists a set of laws to ensure employers take care of their employees especially on the legal perspective. For instance, some of the benefits offered to employees in different organizations include insurance covers, retirement packages, vacation rewards and sick time off, flexible work schedule and tuition reimbursements. These voluntary services help the organization through HR to attract, motivate and also reward talent. After providing the right benefits, it is essential for HR to put into place the proper management tools for the right performance.

Performance management

Instituting the right performance management is one of the hardest jobs for the HRM. Therefore, for the HRM to establish an effective job performance and management, it is essential to meet with the department managers to review the job descriptions. The institution of an efficient job performance management in an organization contributes to the transparency in the organization. The HR must always explain to the employees that the job performance management is not meant to insult anyone, but it is intended to set realistic goals for the employees to work ((Youssef-Morgan & Stratman, 2017). The aim of the job performance management in any organization is to enable it to regularly measure the efficiency of the workforce based on the goals of the organization.

The job performance management in an organization gets measured by making sure that the right systems are in place. (Sharma & Sharma, 2017) It is the job of the HR to ensure that the components such as employee productivity, attitudes, behaviors, as well as the team presentation are in use within the organization. The attitude of the employee can either make or break an organization. It is, therefore, the most significant part of the performance appraisal. HR should first understand the employee’s core set values, functions, and duties. It is difficult to assess the attitude and behaviors of employees, but HR can set up a useful tool to manage negative and positive attitude and behavior at work (Sharma & Sharma, 2017). The team performance should also get looked at; HR must set up an efficient method of evaluating his team

Performance and management in a manner that facilitates the measuring of the employee’s value in an organization. The job performance management should, therefore, contain the basic format and functions presented to the employee on behalf of the organization. The functions to include are adequate feedback, modification to changing behavior to more efficient working habits, provision of more data to managers so that the managers can use those data to give future assignments and rewards. HR also needs to urgently figure out the best format for use in the organization. For instance, the organization can use the 360-feedback approach, graphic rating scale approach and behaviorally anchored rating scale methods for the job management performance. An organization that has an effective job performance management set up in place enables the HR to set laws that protect the organization as well as the employees.

Employment laws and labor regulations

The HRM also set up numerous labor laws and employment regulations. These laws and regulations play an essential role in HR.  HR must make sure that they follow all the laws (Youssef, 2015). The HRM legal environment has several laws that protect employees from any act of discrimination based on gender, sexual orientation, color, religion, and origin. These laws influence the personal decisions of the HRM, and they should be aware of all changes taking place in the HRM. They should pass this information to the staff, train them.

The labor laws and regulations include Equal Employment Opportunities (EEOC), Americans with Disability Act (ADA), Family and Medical Leave Act (FMLA), Employment and Non-Discrimination Act (ENDA), Age in Employment Act (ADEA). The EEOC laws have broader jurisdiction as compared to other laws such as ADA. (EEEOC,  2019). The HRM must be aware of them to belong to any organization (Youssef, 2015). It is these laws and regulations that make it sure for the organizations to work efficiently without challenges since they safeguard the rights of employees. The HRM should make sure that all the new laws reach the organization. It is the HRM in an organization that makes sure that these laws and regulations get implemented together at work. It is, therefore, necessary for the HRM to ensure that the rights of employees are not only respected but also covered in all the systems of the organization beginning from the creation of the human resource planning, recruitment, compensation, selection, benefits, and performance. The rules and regulations that govern the HRM make it one of the most complex works in organizations. Failure to adhere to these laws can make someone jailed.

How the functions of Human Resource Management work together to optimize organizational and employee behavior

The HRM functions not only contribute to the growth of an organization but also the success and the influence they have on the employees to facilitate the achievement of the overall organizational goals. These functions, however, work together in optimizing organization and the behavior of the employees by first recruiting competent staff that has a clear vision for personal growth as well as the organizational growth. The result will be highly corporative individuals motivated by the organization and working together for improved performance. The management should also have clear communication on the responsibilities such that the employees are accountable for their actions thus developing positive behaviors.

Conclusion

The functions of HRM are essential for the productivity of organizations thus the need for continuous strategies for the management of the employees. They are the most crucial part of the efficiency of an organization, therefore the most respected resource for any organization that aims to become successful. It is essential to deal with the wishes of the workers and motivate them in every way possible to remain productive. Therefore every function of HRM plays a significant role in maintaining the general efficiency and ultimately enables the organization to become successful.

References

Bhattacharyya, D. K. (2015). Compensation and benefits program a mediating variable for talent retention: A study of two century-old Indian organizations. Compensation & Benefits Review, 47(2), 75-80.

EEEOC (2019).  Disability Discrimination. Retrieved on March 11, 2019, from https://www.eeoc.gov/laws/types/disability.cfm

Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage publications.

Sharma, A., & Sharma, T. (2017). HR analytics and performance appraisal system: A conceptual framework for employee performance improvement. Management Research Review, 40(6), 684-697.

Youssef, C. (2015). Human resource management (2nd ed.). Retrieved on March 11, 2019, from https://ashford.content.edu

Youssef-Morgan, C. M., & Stratman, J. L. (2017). PSYCHOLOGICAL CAPITAL. Managing for Resilience: A Practical Guide for Employee Wellbeing and Organizational Performance, 53.