The Functions of Human Resource Management

Human resource management is the branch of business that oversees a company’s benefits and policies. Mandatory benefits include Social Security, unemployment benefits, and worker’s compensation; voluntary benefits include paid time off, gym reimbursements, and disability income. These benefits offer an added incentive to stay with a company.


Onboarding consists of the initial processes new employees go through to integrate into the organization. This includes learning about the organization’s culture, mission, values, and structure. This process can last anywhere from six to twelve months. It should be a collaborative effort between HR and new employees. Onboarding is an essential function that benefits the organization and its new employees. In addition, it improves productivity. It also improves employee loyalty and engagement.

HRM has several functions that are important for the onboarding process. These functions involve training and providing access to the software and equipment needed by new employees. It also involves introducing new employees to other members of the team. It is essential to understand how new employees respond to these processes to ensure their success in the long term.

Job Design

Job design is an essential component of human resource management. It focuses on defining employees’ expectations and ensuring that they are engaged and motivated in their work. Job design should not simply describe what a person does; it should also consider factors such as the level of responsibility, the amount of variation, the degree of autonomy, and the nature of tasks.

Employees have different preferences when it comes to the nature of their job. For example, they may be looking for a more secure position or a more stable environment. Therefore, it is essential to design job requirements in such a way that employees have the flexibility to learn new skills and maintain their current roles. Furthermore, they should be rewarded for performing well, which can be achieved through regular training.


Compensation and benefits are essential aspects of human resource management (HRM). The compensation plan consists of monetary and non-monetary incentives companies pass on to their employees. It helps keep the workforce motivated and provides rewards for a job well done. By implementing a well-designed compensation plan, employers can attract and retain the best employees. When implementing a compensation plan, HR managers must understand the compensation laws.

Disciplinary Procedures

Disciplinary procedures are policies and processes that an employer uses to correct an employee’s behavior. These procedures are usually based on company policy, but the disciplinary process may vary depending on the type of business. A bank, for instance, may have stricter rules about conduct and dress code. In contrast, a casual company may not have such requirements, and employees may have greater latitude when following the law.

There are several stages to a disciplinary procedure. An employee may be suspended or dismissed at any point during the process. During a suspension, the employee will still receive their full pay, so it is essential to communicate the decision carefully.

Compliance Audits

An HR compliance audit is essential for any business that wants to stay on the right side of government policies. Because of the world’s diversity and the slow evolution of society, certain behaviors that were once legal are now illegal, and you need to keep up with those laws to avoid problems in the future.

Many laws govern the workplace, including federal, state, and local regulations. Keeping up with these laws is essential to avoiding penalties and costly fines. These laws are constantly changing, and penalties for violating them can be as high as $1000 per violation. By keeping your business on the right side of the law, you can avoid costly penalties and damage to your reputation.

Performance Appraisal

Performance appraisal is a critical tool for companies to measure the performance of employees. It helps employees grow professionally and helps the company manage its human capital better. Performance appraisals need to be organized and effective, and a transparent methodology is necessary. The process should also be fair and objective and not harass employees.

A well-conducted performance appraisal helps employees understand what is expected of them and helps managers recognize top performers. It can also help employees improve performance, promote growth and development, and boost employee engagement. Many resources are available to help supervisors learn about the process. Training can be provided online or through personal training.

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