Role of HRM function

Human Resource Management (HRM) is the phrase that refers to formal processes that are designed
to control individuals inside a business. A human resource manager’s duty is divided into three
categories: recruitment, worker pay and reward, and clarifying work. HRM's primary goal is to
increase an organization's productivity by improving the efficacy of its personnel. The core objective
of human resources will always be to acquire, develop, and retain talent; align the personnel with
the business; and be an effective contributor to the business, wrote (Gubman, 1996) in the Journal
of Business Strategy.

HRM enables the organisation to run smoothly. The method begins with developing effective
measures for the work requirements and concludes with assuring the company's continued
performance. As a result, HRM is an unseen force that connects all parts of a company together to
facilitate smooth advancement. HRM functions are extremely important for an organization's growth
and overall development. And besides, as employees improve and develop their skills, the business
grows and develops as well., recruitment and selection, Job design and analysis development and
training, compensation and benefits, managerial relations, labor relations and performance
management and are some of the key functions of HRM (L, 2021).

In today's world, the HR Manager is often called upon to serve as a philosopher, a moderator, a
counsellor, a business representative, a problem-solver, and an innovator. He takes on a variety of
positions depending on the necessities of the scenario, including as

1. The Morality Role: The HR Manager fulfils the role by reminding executives of their ethical and
moral responsibilities to workers.

2. The Counseling Role: In this role, he motivates staff to fulfill with him on a regular basis for
counselling and examination of their psychological, medical, and economic issues, as well as their
relationship issues.

3. The Facilitator Role: In this capacity, he helps to resolve disagreements between workers and
management, as well as disputes between individuals and organizations. He isn't only a mediator,
but also a connector and a link for communication.

4. The Speaker Role: In this role, he acts as a spokesperson for or spokesman for his organisation. He
is able to do so because he is intimately familiar with numerous critical organisational tasks and
functions, as well as having a superior overall perspective of his company's operations.

5. The Issue Solver Role: He is an issue when it comes to human resource management and lengthy
organisational planning.

6. The Transformation Role: He plays the role of a reformer when it comes to establishing and
implementing important institutional reforms (HRM, 2021).

It adequately describes the process of planning and coordinating application, development, and
usage and is today regarded as one of the four primary activities, namely financing, manufacturing,
advertising, and human relations.
Functions of Human Resource Management are as follows

Planning

To get things done by his subordinates, a manager must plan ahead. It is also necessary to plan in
order to provide the organisation with its objectives. Planning also aids in determining the most
effective strategies for achieving the objectives. In addition, some successful managers dedicate a
significant portion of their time to planning. Planning in the human resource department include
defining the personnel programmes that can help the firm achieve its objectives. These
responsibilities include forecasting the organization's employment needs, developing job
qualifications and descriptions, and selecting recruitment sources.

Organizing

After establishing the objectives and developing strategies and programmes to attain them, the
human resource management must create and develop the organization's structure to carry out the
various activities.

Directing

The HR Manager can make plans, but how well they are implemented relies on how motivated the
employees are. HRM's directing functions include motivating employees to work voluntarily and
effectively to meet the organization's objectives. HRM's directing functions, to put it another way,
comprise coaching and inspiring individuals to complete personnel plans. By raising employee
morale, creating connections, fulfilling safety standards, and looking after employee welfare, HRM
may encourage employees through career planning and wage administration. To do so successfully,
HRM must first determine the requirements of the employees, as well as the tools and strategies to
meet those demands. Employees have new wants and expectations when the previous ones are
met, therefore motivation is a constant process.

Controlling

Controlling entails directing actions in accordance with plans developed in response to the
organization's goals. This is the HRM's fourth function, and it completes the cycle. The manager
monitors the outcomes and then compares them to the established criteria.

The HR Manager's functions are extensive and varied, and they are determined and impacted by a
variety of circumstances such as the size, environment, and destination of the organisation, industry,
or business, its short and long-term objectives, the environment of industry and items, economic
conditions, professional qualifications of competitive nature, the financial, social, democratic, and
legal environment, the structure of the executive officers, the mental makeup of HR Managers, and
the overarching powerful system of business (HRM, 2021).

The role of an HR manager in scholarship and practice has grown in importance. Their research has
enriched the field of HRM, and its functions have transformed their characteristics, making them
broader and more humanitarian.