The role of human resource management is to plan, develop and administer policies and programmer designed to make expeditious use of an organization’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. The major functional areas in human resource management are: 1. Planning, 2. Staffing, 3. Employee development, and 4. Employee maintenance. A brief description of usual human resource functions are Human Resource Planning job analysis, staffing, training and development, performance management, career planning, compensation, labor relations.
In the human resource planning function, the number and type of employees needed to accomplish organizational goals are determined. The basic human resource planning strategy is staffing and employee development. Staffing emphasizes the recruitment and selection of the human resources for an organization. Recruiting is the personnel function that attracts qualified applicants to fill job vacancies. In the selection function, the most qualified applicants are selected for hiring from among those attracted o the organization by the recruiting function.
On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs. In both recruitment and selection, company should provide equal employment opportunity, Levi Strauss & Co. Has been a leader in the fight for equal rights for over 50 years. ‘We are engaged in the battle for equal rights on many fronts: racial, gender, sexual and economic. And our efforts to bring about equality for all extend well beyond our own workplaces, here we treasure the diverse backgrounds and talents of our employees. (Levi Strauss & Co 2013). Performance appraisal function monitors employee performance to ensure that it is at acceptable levels. Human resource professionals are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results (feedback) is accessory to motivate and guide performance improvements.
Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it. The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmer and practices.