What Is The Most Important Role Of Management Accounting – HR has many important functions in an organization. These include recruitment, performance Management, training and development, etc. There are a total of 12 key functions of human resource management.

If we want to understand the functions of human resources, we need to understand what human resource management (HRM) is.

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According to Storey (1995), HRM is a particular approach to employment management that aims to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using a comprehensive set of cultural, structural and personnel techniques.

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In this article, we’ll take a look at 12 HR functions and explain how they help drive an organization forward. These features:

The first function of HR is to know the future needs of the organization. What kind of people does the organization need and how many? Knowing this will influence recruiting, selection, Performance Management, training and development, and all other human resources functions.

In short, human resource planning is a continuous, data-driven process to ensure that an organization has the right people in the right place at the right time to achieve its strategic goals.

Attracting people usually starts with the employer brand. In fact, companies with great employer brands get 50% more qualified candidates. Obviously, being an attractive employer has many advantages – and vice versa. A good example of the latter is the tobacco industry, which struggles to attract talent because of its tarnished reputation.

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With a strong employer brand and the right search strategies, you’re halfway there. After candidates apply, the selection process is HR’s tool for selecting the most qualified candidates with the highest potential. It is critical to create an effective hiring and selection process, as bad hires can cause a 36% drop in productivity.

Technological advancements in recruiting have moved very quickly, and as a result, there are different types of recruiting tools for each part of your recruiting funnel. 3. Performance management

Performance management is essential to keeping employees productive and engaged. Effective performance management requires strong leadership, clear goal setting, and open feedback.

While (bi)annual performance reviews, where an employee is reviewed by their manager, are still commonplace, 69% of HR professionals believe that performance management will become more frequent and include natural conversations in the near future.

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360-degree feedback is also gaining popularity as a performance management tool. With this type of feedback, colleagues, managers, subordinates, and sometimes even clients evaluate an employee’s performance, which can be very helpful in identifying areas for potential improvement.

Performance management is also a tool to bridge the gap between the workforce you have today and the workforce you want tomorrow by helping employees develop skills and competencies that are ready for the future. 4. Training and development

Providing employees with opportunities to develop the skills they will need in the future is an important responsibility of HR. It also ties in with the first HR service we listed, human resource planning, in which HR bridges the gap between the workforce today and the workforce needed in the near future.

Traditionally, organizations have a set budget for training and development. This budget is then distributed among his employees. In some countries, these costs are mandatory. For example, companies with an annual turnover of more than £3 million in the UK pay a compulsory rate of 0.5%, which is intended for the vocational training of their employees.

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In other countries, such as Belgium and the Netherlands, L&D is responsible for looking after its employees. In the third group of countries, as in the USA, this is almost an unregulated territory.

Despite differences in regulations, almost all employers understand the value of investing in the (future) skills of their employees. It is the HR department’s responsibility to direct these efforts in the right direction. Moreover, HR plays an increasingly important role in upskilling leaders and managers, which is also one of the key HR trends for 2023.

According to Janice Burns, Director of Human Resources at Degreed, while organizations must balance economic factors and prioritize based on value opportunities, investing in employee skills is critical to retention and, ultimately, value to the organization.

“Creating a space where employees can improve their skills not only brings holistic benefits, but also meets human needs. Now more than ever, employees are looking for ways to improve themselves for their professional future. Employers who provide L&D resources for upskilling are motivating and investing in their employees, empowering them for future endeavours,” Burns explained. 5. Career planning

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The fifth function of human resource management is career planning, guidance and development for employees, collectively also called career path.

Showing employees how their ambitions can align with the company’s future helps attract and retain them. The benefits to the organization are better succession planning, increased productivity and a stronger employer brand.

“Organizations often prefer to source talent internally, promoting existing employees whenever possible,” said Ben Schwenke, business psychologist at Test Partnership.

“However, this approach only works if your staff have the opportunity to progress by demonstrating the necessary abilities, skills and knowledge. By considering likely career trajectories, HR professionals can ensure that their employees are well-prepared to advance beyond their current roles, saving them from having to look for talent externally,” Schwenke noted.

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Function evaluation is a technical aspect of HR. It provides a comparison of different parts of the overall work of the HR department. This can include the quality and availability of employees, location, working hours, economic situation, job responsibilities and what value the job adds to your organization. The idea behind feature scoring is that similar jobs should be rewarded equally.

Functional assessment helps the HR department to ensure the success of the company both at the strategic level and in the field of service and support. Thus, the company can provide the required level of service by working strategically. 7. Awards

Rewarding employees for their work is another important HR function. Compensation and benefits are an integral part of attracting the right candidate for the role and the company. They will vary across industries, countries and cultures. In some countries, such as the US, health insurance is often part of a job offer. However, in countries such as the UK, where the public health system provides most of the care, this is not so common.

A common reward system shows that rewards are more than just money and other monetary benefits. They can also be relational and psychological outcomes.

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Rewards include salary as well as growth and career opportunities, status, recognition, good organizational culture and a satisfactory work-life balance. For example, fantastic colleagues and meaningful work are also rewarding for employees. Monetary remuneration for work consists of financial rewards and other (secondary) benefits.

The Employee Value Proposition (EVP) summarizes all these aspects. Your company’s EVP is different from your external image and brand. This is the image that the company projects to its employees. Thus, the reward is much more than just financial. Here is a partial overview of the total rewards:

75% of organizations expect compensation to become more complex in the near future, and only 53% are fairly or very confident about their overall compensation package. HR and compensation and benefits teams need to develop an overall rewards strategy that works for their employees and their business.

All functions from 1 to 7 belong to the area of ​​so-called talent management; they are aimed at attracting, developing, motivating and retaining (highly effective) employees. 8. Industrial relations

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Another function of the human resources department is to maintain and develop relations with trade unions and other collectives and their members.

Trade unions are still common in Europe, although they are generally on the decline. Recent figures show that 92.2% of workers in Iceland were union members, and 67% of workers in Denmark. However, in Great Britain and Estonia only 23.5% and 6% of workers respectively. In the US, union membership is low, with 10.1% of workers.

Maintaining a good relationship with unions will help identify and resolve potential conflicts quickly, and can be helpful in tough economic times when layoffs or other actions are needed. 9. Participation and communication of employees

According to Dave Ulrich, one of HR’s key roles is to be a trusted employee advocate. Employees must be informed and heard on various topics that concern them. Communication refers to the dissemination of information relating to employees.

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Being an advocate for human interests is one of the four core HR competencies we have identified for future HR professionals. People advocacy includes culture building, people practices, and being a workplace leader and communications expert.

Linda Shaffer, director of HR and operations at Checkr, emphasizes the importance of the HR communications function.

HR plays an important role in creating and implementing health and safety regulations. Making these rules part of the corporate culture is one of the core functions of HR.

A famous example is the energy and petrochemical company Shell, where it is forbidden to walk up the stairs without holding on to the railing, also at the company’s headquarters. It is part of the Shell company

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