Functions of Human

Resource
Management
Beatrice Chioda, Maria Dolci, Giorgia Sbrogiò, Tim Gerritsen,
Valentina Interdonato, Hyppolite Astolfi, Dariia Radchenko, Sofia
Danel
 Summary

03
Introduction
04
Objectives of HR
05
Tools of HR
06
Legal Rules
What is HRM? Human Resource Tools used in Human USA Legal Laws Vs.
Objectices Resources French Legal Laws

11
Functional Areas of HRM
19
Creative Projects
26
Conclusion
27
Quiz
Overall summary 5 MC questions
Staffing, Performance Interview 1 & 2, Coca-
Management, Human Resources Cola HR Video
Development, Compensation,
Employee & Labor Relations,
Safety & Health, Human
Resource Research
Introduction
Human Resource management (HRM) is the use of individuals to achieve
organizational objectives (Wayne & Martocchio, 2016)

Compensation

Human
Safety &
Resource
Health
Development

Human
Resource
Management

Employee &
Staffing Labor
Relations
Performance
Management
The objective of Human Resource
Functions is to ensure that the Objectives of
organization has the people it
needs in order to function and that Human Resources
the people take part in improving Functions
the organizations performance,
while also developing themselves
(Wayne & Martocchio, 2016) .
 1. HRSM (Human Resource Management System):
Department that processes all the employee's data
Human and performance

Resources 2. Recruitment platform: Helps the company simplify

the selections process of candidates for a job

Functions 3. Performance monitoring platform: Helps managers

evaluate every employee within the company
Tools 4. Cloud-Based Management: Has clear
representation for the employee and a clear view of
what the company is doing for the employee in
terms of renumeration.
 Human Resource Laws
Federal employment rules and regulations, employment discrimination, and workplace privacy
issues are all covered by human resource law (Learn, 2020).

Human resource law is a branch of law that governs how employees are employed, assessed,
promoted, and terminated.

To avoid lawsuits, these laws and regulations allow the corporation and employer to treat all its
employees fairly and equally

(Learn, 2020)
 USA Human Resource Laws
Part of American HR Compliance:

 Staying on top of any changes in employment laws

 Gender pay reporting
 Restrictions for hiring foreign workers

HR compliance is critical since ignoring legal requirements is either illegal or unethical (Kaushal, 2020).

Advantages of HR compliance:

 It ensures that the company complies with the Labor Standards Act's standards
 It governs overtime compensation and the minimum salary for most professions

 It ensures that the organization or its employment practices aren't the subject of a pending litigation
 USA Human Resource Laws
All HR professionals should be knowledgeable with many important legal topics in order to best
serve their employees and employers.
 Discrimination in the Workplace Laws
 Americans with Disabilities Act (ADA)
 Age Discrimination in Employment Act
(ADEA)
 Equal Pay Act (EPA)
 Pregnancy Discrimination Act (PDA)
 Equal Employment Opportunity (EEO)
 Wage and Hour Regulations
 the Fair Labor Standards Act (FLSA)
 Familial and Medical Leave Act (FMLA)
(Joubert, 2020)
 Laws Regarding Employee Benefits
 The affordable Care Act
 The Employee Retirement Income
Security Act (ERISA)
 Health Insurance Portability and
 Accountability Act (HIPAA)
 Immigration Regulations
 Immigration and Nationality Act (INA)
 Laws Regarding Workplace Safety
 Occupational Safety and Health Act
(OSHA)
 France Human Resource Laws
Part of French HR Compliance:
 No discrimination regarding gender, race, age, etc.
 No discrimination from nationality

Articles:
 Article 12 of the EC Treaty (TFEU, Art. 18)
 EU Charter of Fundamental Rights (Art. 21 para. 2)
 Non-discrimination on the basis of nationality, but which applies only to community relations
 Article 1132-1 of the Labor Code
 Protects employees from any sanction, dismissal or discriminatory measure based on an illicit
ground, and the list of prohibited criteria is long
 Article L. 1133-1 of the Labor Code
 Does not prevent differences in treatment when they meet an essential and determining
professional requirement and provided that the objective is legitimate, and the requirement is
proportionate

(Américaines et al., 2014)

 USA Legal Rules
 Discrimination in the workplace is prohibited (age, gender, origin,
race)
 US Citizenship discrimination, notes as “aliens”
 Undocumented workers in the US are exempt of the US
immigration laws
 Typically, discrimination based on citizenship does not fall within
the scope of the Civil Rights Act 9 (The Supreme Court)
 The law does not prevent differences in treatment when they
meet an essential and determining professional requirement and
provided that the objective is legitimate, and the requirement is
proportionate
 Nona Fide Occupational Qualification" (BFOQ), is set out in the
Civil Rights Act (Title VII)
 It allows for the requirement of American origin to be imposed as
a condition of employment in jobs that absolutely require it
(national security or defense secrecy jobs)
France Legal Rules
 Discrimination in the workplace is prohibited (age, gender,
origin, race)
 Discrimination happens subconsciously. It comes from
discriminated from origin, which is known in France
 EU law is adapted to these scenarios and used to supplement
domestic law
 Working conditions and hiring discrimination can be clear from
the private job offer, or may affect the salary
 Because they are not stated, French jurisprudence and the
High Authority against Exclusion (HALDE) can easily dismiss
them for reasons of clear evidence
Functional
Areas of
HRM
Staffing is the process through which
an organization ensures it always have Staffing
a proper number of employees with
the appropriate skill sets working in the
company, in appropriate positions. It’s
used in order to achieve the
organizational objectives (Wayne &
Martocchio, 2016).
 Goal-oriented process for ensuring
Performance that organizational processes are in
Management place to maximize the productivity
of employees, teams, and the
organization as a whole (Wayne &
Martocchio, 2016)
Major HRM functions including
activities such as individual career
planning and development,
Human Resource
organizational development, and Development
performance management and
appraisal, in addition to training and
development.
 Core compensation: Compensation in
the form of wages, salary,
commissions, and bonuses.

Compensation Indirect financial benefits: All rewards

that are not included in direct
financial compensation. »

Nonfinancial compensation: Satisfaction

that a person receives from the job
itself or from the psychological
and/or physical environment in
which the person works. »
Relationships in the workplace are
important aspects that set the working Employee &
environment and culture of a business. Labor Relations
They have to be monitored, and there
are many elements that play a role in
the sucess of a work relationship
(Wayne & Martocchio, 2016).
 Safety: Protection of employees from
Safety & injuries caused by work-related
accidents
Health
Health: Employees freedom from
physical or emotional illness

(Wayne & Martocchio, 2016)

Even though human resource research
is not a distinct HRM function, it
pervades all functional areas, and the Human Resource
researcher's laboratory is the entire Research
workplace. For example, a recruitment
study may reveal the type of employee
most likely to succeed in a company's
culture (Wayne & Martocchio, 2016) .
 Creative
Project -
Interview 1:
Anonymous
 Questions & Answers
Why is it important to have a well-structured HR department according to its functions?
Structuring the HR department means finding the right Manner in which the activities must be organized,
controlled and coordinated in order to achieve an organization goal. It must be organized according to
functions and specializations. Human resources is split into distinct groups that specialize in specific aspects of
human resource management. The structure will be governed by function.

What exactly is the structure of the department?

It's a top-down hierarchical organization with centralized power. The information travels up the organization to
the HR manager (department head), who supervises and organizes the various functions. Instructions are
written for each function below based on the information supplied. The HR manager receives direct reporting
from each function.

What are the functions we have talked about so far and what do they do?
Studding, which entails ensuring that the organization has the appropriate amount of personnel. Training and
development function, which is responsible for new employee orientation. Health and safety, it’s critical that the
company follows all applicable state and federal rules and regulations. The processing of complaints and
grievances is another important duty that ensures that the employee works in a healthy and stimulating
environment.
Creative
Project-
Interview 2:
OTB
 Questions & Answers
Could you explain how the HR department is structured?
As far as HR functions are concerned, we are divided between the business world (i.e. the functions
belonging to the individual businesses/brands belonging to the OTB group) and the corporate world (belonging
to the parent company OTB).

What are the individual functions included in the department?

Talent, acquisition, employer branding, the compensation and benefits part. HRIS, i.e. the team that deals with
the implementation and integration of those systems/management that concern HR. Personnel management.
Then in between there is everything that concerns movements, transfers, secondments, increases, changes of
job title, changes of organization, changes of duties, part-time, time management, etc.

What are the functions belonging to the business world?

There is always the management part and sometimes an administration part, a person dedicated only to
managing documents and in Diesel there was a person who dealt with learning. In the business world there is
someone dedicated to labor costs, which in the case of OTB spa is in the hands of personnel administration, so
there is a colleague of mine who deals with HR administration and at the same time labor costs.
Creative
Project –
Coca Cola
HRM
 What does this mean?
 Coca Cola has faced issues within the HR department
 SAP was their safety operating system to solve the issues
 It met their technological requirements
 Will be used in all 16 markets
 SAP is a managing software which holds information in one place, and allows for a simple
flow of information
 It improved efficiency and communication
 Issues are more easily spotted
 Information is easily and effectively provided and shared
 NTT Data is able to run solutions
 Faster delivery without sacrificing the ability to understand the technology and align it
to the Coca-Cola processes
 Industry leading solutions in quick time
Conclusion

To conclude, HRM is crucial to any running firm. The implementation on the objective and tools
are critical to the development and success of a company, and HRM laws must be respected to
have a smooth working operation.

All HRM functions are interrelated. Each function and its performance can
affect the results and functionality of other functions. It is important to develop each function,
otherwise, the primary objective of making the HRM more efficient will not be achieved.
QUIZ
Question 1: The essence of HRM is…

B D

Assesment of the Achieving

efficiency of the organizational
tools used objectives

A C
Increasing the Medical
technical level of care
production
Question 2: The process in which an organization ensures it always has a
proper number of employees with the appropriate skill sets working in the
company, in appropriate positions is called…

B D

Performance Labor Relations

management

A C
Compensation Staffing
Question 3: What types of compensations exists in HRM?

B D
Indirect Assesment compensation;
compensation; core feedback compensation;
compensation; financial compensation
nonfinacial
compensation

A C
Contract Nonfinancial
compensation; indirect compensation; safety
financial compensation; compensation; health
direct financial compensation
compensation
Question 4: What is the main goal of HRM?

B D
Ensuring the Ensure effective use
effiecient use of of scientifc and
natural resources technological
advtances

A
C
Ensuring the
effective use of the Ensuring efficient
objective capabilities use of technical
of society resources
Question 5: What does NOT belong to the functions of
HRM systems?
B D

Career planning, Personnel expense

ensuring the planning
employee’s career
growth

A C
Adaptation,
Personnel cost training, and
management professional
development of
employees
 ANSWERS

1. D
2. C
3. B
4. A
5. D
Thank you!