WMSU-ISMP-GU-001.

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Effective Date: 7-DEC-2016

PA 206 C- Public Personnel Administration

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Functions of Human Resource Management

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Den Saoud J. Kong

College of Public Administration and Development Studies

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Selection Methods

Introduction

The Human Resource (HR) department is responsible for several key traditional functions that
contribute to effective personnel management. These functions include procurement, development of
personnel, compensation management, integration, and maintenance.

Procurement involves attracting and selecting qualified individuals to fill vacant positions
within the organization, ensuring the right talent is acquired. The development of personnel focuses
on enhancing employees' knowledge and skills through training, performance management, and
career development initiatives. Compensation management entails designing and implementing fair
compensation systems, including salary structures and benefits, to motivate and retain employees.
Integration involves facilitating the seamless onboarding of new employees and fostering a positive
organizational culture. Lastly, the maintenance function includes managing employee relations,
addressing grievances, ensuring compliance with labor laws, and promoting a healthy work
environment. Overall, these key functions of the HR department play a vital role in acquiring,
developing, and maintaining a skilled workforce, contributing to the success of the organization.

Objectives

At the end of this lesson, you can:

1. Describe the role of the HR department in personnel procurement

2. Explain the significance of personnel development
3. Analyze the purpose of compensation management
4. Understand the importance of integration in the HR function
5. Identify the responsibilities of HR in employee maintenance

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Try this!

Think ahead!

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Read and Ponder

See if you can do this!

Now that you have learned in-depth about the different selection methods, try to pick and expound on
which of the mentioned selection methods is the most effective, efficient and the gateway towards a
successful job application.

 Procurement

- This function involves performing a job analysis, getting the right man for the job,
undertaking the selection process, placing the identified person in the correct department,
onboarding the new employees, ensuring transfer of personnel when required and
managing the promotion of people (Braun et al. 2011). One of the measures of success
for recruiters is usually the number of job vacancies they fill and the duration it takes to
fill-up vacant positions. They advertise the job openings, identify and source candidates,
screen the various applications received, perform interviews and coordinate with various
departments concerned in the hiring process (Babaita et al. 2020).

 Development

- The development aspect of the Human Resource function takes care of the identification
of training requirements of the employees by integrating with various departments (Sethi,
2018). Once the requirements are gathered and consolidated, the necessary training has
to be organized and necessary follow up is required to understand the effectiveness of
training programs. The appraisal process is another key function where employees are
assessed and necessary action taken (Mayfield et al. 2016). Employee relations is a
crucial exercise of the HR discipline which is concerned with solidification of the
employer-employee relationship through career planning and transition planning.
Employers must offer employees the required tools for the completion of their job which,
in many scenarios, means providing employees adequate training to assist their transition
into the organizational culture. Professional growth opportunities are to be assessed for
employees who are looking for career advancements (Berber et al. 2018).

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 Compensation

- On the compensation front, the Human Resource function encompasses setting

compensation structures and appraising the existing pay practices (Othman et al. 2017).
Payroll processing is a key part of the compensation section of Human Resources.
Another aspect of compensation is the evaluation of employees and fixing a salary/
wages component to suit to the skillset and experience of employees. The calculation of
bonus and incentives is also a key component of compensation related work (Malik,
2018).

 Integrate

- The employee and labour relations functions of Human Resource is a critical task which
requires specific expertise in the functional area (Vasilaki et al. 2016). Managing
employee relations is one of the key Human Relation duties concerned with strengthening
the relationship between the employer and the employee by measuring job satisfaction,
engaging employees and conflict resolution (Edwards et al. 2020). The role of labour
relations includes negotiating, maintaining collective bargaining agreements, handling
grievance, maintaining discipline and motivating employees.

 Maintain

- An aspect of Human Resources function gaining more prominence today is ensuring

safety at the workplace. Organizations have a definite obligation to ensure safety to the
employees in the working environment (Napathorn, 2020). The main function of Human
Resources is to provide workplace safety, safety training to employees and maintaining
documents as mandated by the government such as workplace injury and fatality records.
In addition, Human Resource specialists will have to often work closely in risk
management and ensure security and record keeping along with compliance with labour
laws in accordance with the local laws.

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REFERENCES

Singh, R., Rana, G., Sharma, R., & Gehlot, A. Innovations and Challenges in Human
Resource Management for HR.

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