10 Core Functions of Human Resource Management

Three people performing the core functions of human resources.

Table of Contents

Human Resource Management is the process of managing people in a business or organization. A manager’s primary responsibility is to hire, train and develop employees. 

A company’s HR department is often as pivotal to the day-to-day business operations of a firm, and they can have an even more significant impact on its overall identity. With this in mind, it’s important for HR managers to adopt strategies that are not only effective but also create moves up the corporate ladder.

This blog post will focus on some core functions of human resource management including recruiting, interviewing, training and development.

1. Future Proof Plans

HR departments see past the next five minutes and focus on what’s best for an organization ten years down the road. For example, recruitment strategies cater to needs not only now but also in twenty years or more!

It is important for HR professionals to have a variety of skills and knowledge that can enable them to take on the many tasks involved with their job. The scope of this kind of planning also plays a part in other HR functions, such as performance management, succession planning, and employee onboarding.

With every business having a unique personality, it should come as no surprise that their HR practices are also distinct. For instance, the amount of employee recognition can depend on how deeply devoted to customer service they want to be.

As they often say, ‘it takes a village,’ and this is especially true for HR. For any manager to be successful with planning, all departments should work harmoniously together in order to create the best possible outcome – one that benefits everyone involved!

As a result, it’s important to foster an amiable relationship with the leadership staff so that human resources can gain further insight into relevant performance metrics and data. This way, we are able to better shape our planning strategies for the future.

2. Recruiting Top Talent

It is the HR professional’s job to find and recruit talent that will be a perfect fit for their organization. 

They must master how best to attract these candidates, as well as skills needed in order to accurately pinpoint potential employees during the selection process.

It is a difficult task for recruitment teams to decipher whether the personality and experience of a candidate matches the business model. Sometimes, this entails hiring someone with less experience but more potential at an affordable price point. Instead of looking only at skills or qualifications on paper when reviewing applications, they have found that using their intuition can help them uncover hidden gems in resumes as well as interviews which will be key members in the company’s future success story.

Attracting top-tier candidates for interviews necessitates a robust and attractive employer branding strategy. HR should collaborate with the marketing department to craft an alluring recruitment campaign that will address some of these major concerns:

a) What is your company culture?  

b) How can you make me want this job? 

c) Why would I work here over other companies in my industry or area, which are known for having better benefits packages, higher salaries and more perks (e.g., office hours)? 

d) Is there room to grow within the organization once I am hired on at entry level salary positions such as internships where earnings increase if they show talent/skill set during their internship period’s duration ?

e). Does it offer additional training?

There are also plenty of tools that help screen candidates before interviews. Some businesses use chatbots which have been shown to decrease recruitment costs by 15% for the average company, but this can vary depending on your turnover rate and other factors like industry type or location. Offsetting these costs is invaluable as they account for 30% of companies’ $1,000 – $3,000 per hire cost!

There are now many different screening options you can give job applicants in order to make things more efficient while not sacrificing quality when it comes time to consider them during a formal interview process—everything from using video conferencing software like Skype Interviews or Google Hangouts with pre-set questions (to reduce wasted hours).

While there are many factors that contribute to the turnover rate in a company, quality recruitment is one of more important. Research has shown that good recruiting drastically reduces these rates because it matches candidates with positions perfectly and ensures each employee fits well into their role at work. While some may think this sounds like common sense, research also shows otherwise as they found the average cost for replacing an elite worker can be 213% higher than what you would pay them on salary alone! With so much invested in your employees’ skillsets and time spent training new hires or bringing up trainees from within your organization – mitigating high costs by combating unnecessary turnovers should always be top priority when talking about labor management strategy.

3. Succession (Career) Planning

Talent is a company’s most valuable asset, and HR needs to work on identifying top performers in entry-level positions. Companies should create individualized plans for these people so they can succeed at the enterprise level.

Internal promotions are more likely to succeed for companies over time. According to comprehensive studies, external hires are 61% more likely than an internal promotion- and leave the company at a higher rate of 21%. These employees also tend to quit faster then those who work their way up from within the organization.

When it comes to succession planning 86% of leaders view this as a pressing priority.

A study from 2010 showed that only 54% of boards were grooming a specific successor for CEO. While 39% lacked an adequate internal candidate, who could immediately step into the role. In today’s world where 40% new CEOs fail to meet performance expectations in their first 18 months on the job, having someone ready and waiting is key whether you have found them internally or externally so they can take over without any disruption in your company’s operations while continuing with business as usual.

4. Evaluating Job Functions

Understanding that each position within an organization comes with its own set of factors and functions, HR departments carefully weigh them through a variety of perspectives. 

Qualifications, quality, availability, location for work schedule are just some examples. When it’s time to determine which jobs are most similar in terms of those shared traits – the reward system should be based on these similarities as well!

Popular methods of evaluation are as follows: 

Classification: The classification of jobs is a way for employers to rank their employees. The factors that account for this ranking are the employee’s education, experience, and specialized skills in demand by other businesses.

Employers may use these guidelines as part of deciding pay grades or promotions within the company

Ranking: After some analysis, the experts at this company are able to rank how crucial a job is. They can compare functions and discern which ones seem more valuable in their opinion. The process of ranking takes place after each function has run through it’s list of requirements.

Points: HR categorizes jobs by how much it contributes to the overall success of a company. The more important an employee role is, the higher points they get for each category base on factors such as: problem-solving, technical knowledge and communication skills. Innovation and business sense are worth even more!

5. Incentives and Rewards

“Employees need rewards, otherwise what’s the point of doing the job?” This is a question that has long been debated and discussed in our society. It all comes down to incentives; an employee needs something more than just money for their services or else they’ll find themselves bored with monotonous tasks. 

There are many different types of incentive programs within HR departments around the world: status recognition through social media platforms like LinkedIn (herein “recognition”), culture fit based on one’s background, work-life balance including flexible hours and vacation time (“balance”), career opportunities such as by providing mentoring from someone higher up at your company who can help you move into positions where you better suit yourself professionally—”opportunities”.

6. Employee Engagement and Internal Marketing 

When you work in the same office as your coworkers, it’s easy to feel disengaged. 

This is understandable–it can be tough just getting everyone on board with a vision or strategy when they’re not present during meetings and don’t know how their role contributes to organizational success. But this isn’t about “keeping up appearances.” 

In fact, research shows that highly engaged teams are 21% more profitable than those who aren’t so enthused! Which means HR departments should emphasize in improving the environment where employees really care for one another at all levels of the organization because happy people produce better results (both individually and together). 

For instance: human resources usually plan company retreats to help nurture internal networking; They also ensure that employees

There is a major trend in modern business to view employees as customers, specifically the top talent. HR plays an important role in establishing such a mentality because it manages human resources and personnel for any organization.

7. Employee Wellness

The more burned-out employees are, the less they’ll be able to do their jobs well. They’re 63% more likely to call in sick and 2.6 times as likely to actively seek a new job from another company if not looking for one themselves – which could affect performance by 13%. These people will also have 50% less confidence in discussing goals with leadership staff and feel that it’s unlikely or impossible for them to achieve these targets without help.

HR departments need to proactively monitor employees for signs of burnout – this is especially important with mandatory wellness programs being enforced by companies without taking into consideration what might’ve led them there in the first place like personal well-being or preexisting mental conditions.

We know how difficult a personal crisis can be, especially when your well-being is on the line. That’s why HR should strive to help employees with their needs in this time of need by providing them a variety of resources available.

8. General Administration

HR is responsible for handling all the personnel procedures and information systems of employees. 

The duties may include managing promotions, disciplinary proceedings, performance improvement plans or regulations that need to be followed by both company policy as well as laws such as ethnic diversity (gender culture). And finally they are tasked with preventing harassment among employees which requires a series of HR standards on how to prevent it from happening again in the future.

9. Employee Off-boarding 

The way in which HR handles a top-performer’s departure can be an opportunity to strengthen the company for years after. A positive transition will establish trust and loyalty with current employees, while also giving potential prospects great things to say about your business.

If you want to keep your best employees, make sure they leave on good terms. When those people depart from the company properly, then there is a better chance that person will return as an employee in Boomerang status. This rehire offers big benefits for companies because it cuts recruitment costs by 50%. Plus boomers have already been through the culture of your office and are returning with more experience than before!

10. Safety and Health Standards

One of the most important aspects about human resource departments is their focus on health and safety. They are synonymous with these regulations, which protects employees from potential disasters while also protecting the company’s reputation in this area as well.

For example, the oil company Shell made it clear that safety is of the utmost importance. They implemented a “goal zero” policy to discourage accidents and protect against potential disasters, as their workforce relies heavily on these regulations.

Shell’s strict enforcement of the mandate to protect only those at the oil rig highlights just how important safety is. The company has a culture that holds accountability close, and upholds safe practices for all employees.

The HR manager is the driving force behind all company efforts to create and maintain a culture that attracts, retains, engages employees.

HR departments with these core functions are the glue that holds companies together. These multifaceted and dynamic groups shape every aspect of an organization’s culture, from hiring to firing, policies to procedures–even providing a much-needed human touch for employees at all levels.

Social Media Manager vs. Community Manager: What’s the Difference?

What is the difference between a social media manager and community manager? This has become an increasingly popular question as…

What is the Difference Between a Program Manager and a Project Manager?

How Program Managers and Project Managers Compare It can be difficult to differentiate between a program manager and a project…

What Does a Chief Financial Officer (CFO) Do? Overview of the CFO's Responsibilities

Working in organizations or companies, everyone has their job roles from regular employees officers, manager, vice presidents, and then the…