Human Resource Management The Function of Human Resource Management

Human resource professionals assist in the development of an organization by providing insight into the resources available and what resources are necessary for continued organizational success. The main task of human resource management is to "maximize the productivity of an organization by optimizing the effectiveness of its employees" (Human Resource Management, 2012). Additionally, human resource management is tasked with creating a connection between upper levels of management and an organization's workforce. Human resource management is able to accomplish these tasks through four basic functions, which include hiring and recruitment, compensation and benefits, training and development, and performance management.

As part of its hiring and recruitment duties, human resource management is charged with manpower planning. Manpower planning requires human resource managers to make an assessment of present and future staffing needs. To do this, human resource managers must evaluate the workplace and determine what adjustments, if any, need to be made in order to meet the organization's...

Additionally, manpower staffing requires human resource managers to make sure an organization is not overstaffed as to no create a loss of revenue, loss of efficiency, or workplace redundancy. In order to reduce this risk, human resource managers must carefully select whom to employ at the organization. One way this is done is through the creation of job descriptions, which define physical and mental requirements; skills, qualities, and attitudes desired from a potential employee; and help to define undesired characteristics (Human Resource Management, 2011). Additionally, interviews can be conducted to further assess a potential employee's aptitude, achievements, and overall general intelligence.
The assessment of compensation and benefits is a second major function of human resource management. Human resource managers are tasked with the creation, administration, and improvement of compensation and benefit structures (Burley, 2012). Pay and benefits are highly influential and can be used to gauge how employees feel about a specific organization. Often times, compensation and benefits are used as…