Key Points

 Human resource management is a central pillar of many organizations. Human

resource departments are responsible for activities spanning a wide variety of core
functions.
 In short, human resource activities fall under the following five core functions:
staffing, development, compensation, safety and health, and employee and labor
relations.
 Within each of these core functions, HR conducts a wide variety of activities.
 These activities are all linked by a concern for employee well-being and ensuring
organizations treat employees in a way that provides mutual benefit for both the
employee and the organization.

Core Functions of HR

Human resources (HR) professionals conduct a wide variety of tasks within an

organizational structure. A brief review of the core functions of human resource
departments will be useful in framing the more common activities a human resource
professional will conduct. The core functions can be summarized as:

Staffing

This includes the activities of hiring new full-time or part-time employees, hiring
contractors, and terminating employee contracts

Staffing activities include:

 Identifying and fulfilling talent needs (through recruitment, primarily)

 Utilizing various recruitment technologies to acquire a high volume of applicants (and to
filter based on experience)
 Terminating contracts when necessary
 Maintaining ethical hiring practices and aligning with the regulatory environment
 Writing employee contracts and negotiating salary and benefits

Development

On-boarding new employees and providing resources for continued development is a

key investment for organizations, and HR is charged with maintaining a developmental
approach to existing human resources.
Development activities include:

 Training and preparing new employees for their role

 Providing training opportunities (internal training, educational programs, conferences,
etc.) to keep employees up to date in their respective fields
 Preparing management prospects and providing feedback to employees and managers

Compensation

Salary and benefits are also within the scope of human resource management. This
includes identifying appropriate compensation based on role, performance, and legal
requirements.

Compensation activities include:

 Setting compensation levels to match the market, using benchmarks such as industry
standards for a given job function
 Negotiating group health insurance rates, retirement plans, and other benefits with third
party providers
 Discussing raises and other compensation increases and/or decreases with employees
in the organization
 Ensuring compliance with legal and cultural expectations when it comes to employee
compensation

Safety and Health

Achieving best practices in various industries include careful considering of safety and
health concerns for employees.

Safety and health activities include:

 Ensuring compliance with legal requirements based on job function for safety measures
(i.e. hard hats in construction, available counseling for law enforcement, appropriate
safety equipment for chemists, etc.)
 Implementing new safety measures when laws change in a given industry
 Discussing safety and compliance with relevant government departments
 Discussing safety and compliance with unions

Employee and Labor Relations

Defending employee rights, coordinating with unions, and mediating disagreements

between the organization and its human resources is also a core HR function.

Employee and labor relations activities include:

  Mediating disagreements between employees and employers
 Mediating disagreements between employees and other employees
 Considering claims of harassment and other workplace abuses
 Discussing employee rights with unions, management, and stakeholders
 Acting as the voice of the organization and/or the voice of the employees during any
broader organizational issues pertaining to employee welfare

Career Planning: Definition, Features, Objectives and

Benefits!
Definitions:
1. A career may be defined as ‘ a sequence of jobs that constitute what
a person does for a living’.
2. According to Schermerborn, Hunt, and Osborn, ‘Career planning is
a process of systematically matching career goals and individual
capabilities with opportunities for their fulfillment’.

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3. Career planning is the process of enhancing an employee’s future

value.

4. A career plan is an individual’s choice of occupation, organization

and career path.

Career planning encourages individuals to explore and gather

information, which enables them to synthesize, gain competencies,
make decisions, set goals and take action. It is a crucial phase of
human resource development that helps the employees in making
strategy for work-life balance.

Features of Career Planning and Career Development:

1. It is an ongoing process.

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2. It helps individuals develop skills required to fulfill different career

roles.

3. It strengthens work-related activities in the organization.

4. It defines life, career, abilities, and interests of the employees.

5. It can also give professional directions, as they relate to career goals.

Objectives of Career Planning:
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The major objectives of career planning are as follows:

1. To identify positive characteristics of the employees.

2. To develop awareness about each employee’s uniqueness.

3. To respect feelings of other employees.

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4. To attract talented employees to the organization.

5. To train employees towards team-building skills.

6. To create healthy ways of dealing with conflicts, emotions, and

stress.

Benefits of Career Planning:

1. Career planning ensures a constant supply of promotable
employees.

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2. It helps in improving the loyalty of employees.

3. Career planning encourages an employee’s growth and
development.

4. It discourages the negative attitude of superiors who are interested

in suppressing the growth of the subordinates.

5. It ensures that senior management knows about the calibre and

capacity of the employees who can move upwards.

6. It can always create a team of employees prepared enough to meet

any contingency.

7. Career planning reduces labour turnover.

8. Every organization prepares succession planning towards which

career planning is the first step.
Other Specification

 Should have the knowledge of labor law and HR functions

 Should have the knowledge of current trends and practices in HR 
 Should have coordination and organization skills
 Should have analytical skills, result driven and think out of the box
 Should take initiative and come up with various employee development plans and ideas
 Should have people handling skills of both blue color and white color staffs
 Should possess good communication and interpersonal skill
 Should be able to work under pressure

Job Description

 Responsible for Recruitment and Selection activities

 Involve in preparing job descriptions, scope of work, employee handbook, performance appraisal
forms, policies and other HR related documents
 Design, develop and implement various employee development programs, career planning and
entertainment
 Implement and administer performance management processes and appraisals according to
company policy
 Ensure proper documentation of over all activities and implementation of day to day HR functions
 Execute effective On boarding and Off boarding processes
 Maintaining good working condition and employee relations Supervise operation division as HOD
(Head of department for HR and Operation)
 Perform any other duties as assigned by the directors