Human resources management jobs (Human resources management tasks)

1- Planning
This process is carried out by establishing policies and procedures to achieve the
organization’s goals, and the ability to provide the organization with appropriate employees
when needed at the right time, in addition to studying the previous situation, anticipating
future changes and preparing expected alternatives.
The goals of human resources planning are multiple as following:
a) Helping work organizations discover critical points for employees.
b) Achieving a balance between supply and demand for human resources.
c) Getting rid of the surplus and filling the deficit.
d) Planning the future careers of employees, including training, transfer and promotion
activities.
e) Confronting artistic, technical and social possibilities.
f) Estimating human resources costs and preparing their budgets.
2- Employment
It is one of the main functions of human resources.
Recruitment is appointing the right people and providing appropriate training opportunities
for them. This task includes managing employees within the company to benefit from them
effectively as they are the primary resource for any organization.
It also includes developing job descriptions, such as publishing job advertisements and
conducting interviews.
It determines salaries, presents job offers, and is also concerned with attracting employees.
By relying on a group of modern and other means, such as using the Internet.

3- Training and development

This process is carried out through programs used by organizations to help employees gain
appropriate effectiveness and efficiency, in order to make employees more developed in their
areas of specialization as required by the company, and develop their abilities to perform the
duties expected of them in a satisfactory and correct manner, in addition to paying attention to
planning processes and following up on employee matters.
This leads to providing programs appropriate to the organization's specific needs, in addition
to providing observations and feedback to management and evaluating employees.
4- Work analysis and design
This process is done by describing the nature of the work, determining its requirements such
as qualifications, skills, and work experience, and making decisions about the content of the
job and the methods that must be used in implementing the job, such as techniques, systems,
and procedures, in addition to the relationships that must exist between the employer,
superiors, subordinates, and colleagues.

5- Compensation
Compensation is one of the important functions of human resources, and this is done by setting
a system of wages, incentives, leaves, in addition to rewards.
In order to achieve job security and security for workers, to contribute to raising their morale
and supporting them to contribute to increasing productivity, in addition to negotiating the
prices of health insurance for employees and available retirement plans by ensuring
compliance with established laws.
6- Selection and appointment
It is the process of selecting the best candidates for the job, and those who meet the
qualifications and requirements to fill the job according to certain standards and
characteristics.
In order to obtain high levels of performance, the administration is interested in searching for
workers in the labor market and selecting the appropriate person based on the availability of
the required conditions for him, such as his academic qualifications, personal qualities, and
practical experiences.
This is done through employment applications and personal interviews, to place the
appropriate individual in the appropriate place.
This process aims to reduce the number of unqualified individuals applying for jobs, and to
attract qualified competencies that contribute to reducing training costs later, in addition to
achieving stability for human resources.

7- End of service and final settlement

It is a task that depends on making decisions to terminate the service of an employee, whether
by dismissal, resignation, non-renewal of appointment, or reaching the legal age.
8- Performance evaluation
The performance of employees is periodically evaluated.
This is to know the extent of development or decline in the performance of employees, and to
know the causes of the defect and address them, knowing that this process is important for
human resources.
Because it shows the accuracy of the programs, helps raise the organization’s production
efficiency, knows work obstacles, identifies deficiencies in the individual’s performance, in
addition to knowing the strengths to develop and the weak points to avoid and solve.

9- Providing safety and stability within the institution

This is done by providing care to employees within the organization, and protecting them from
risks, whether tangible risks related to work, such as injuries, accidents, and disasters, or
moral risks, such as job security, retirement rights, and preserving the dignity of employees. It
also includes providing an appropriate environment for the employee, such as providing
health, social, cultural, and recreational care.

10- Strengthening relations between employees

This is done by describing employee relations, company culture, rules and procedures.
This is to address issues related to problems that may arise between employees, maintain equal
distribution of opportunities among them to ensure that all of them obtain their rights, and
enhance positive relations between them, which positively affects the productivity and
performance levels of employees.