Important Functions of Human Resources Management
In this article, I will explain what tasks within the Human Resources function?
On a daily basis, the Human Resources department tackles several tasks that could be grouped according to four main axes.
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The recruitment of employees
The recruitment of an employee is the search for a match between the needs of the company and the skills of an individual.
Having identified its staffing needs, the company will have to formulate precisely its expectations and the skills necessary to meet them.
Once the job description has been written, the candidate will be selected on the basis of his / her current skills, but also on the ease of which he / she will be able to acquire others in the future, if the company needs it.
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Remuneration of staff
Long time, human resources management was limited to the payroll service. Compensation has two dimensions:
- It is a cost to the company (it is called personnel costs);
- But it is at the same time a motivating factor for the employee.
The salary is, therefore, the balance resulting from these two forces: upward for the employee, downward for the company.
The remuneration is not limited to the fixed salary: part of the salary may depend on the performance of the employee (variable part).
We can also add remuneration in kind: company car, mobile phone, life insurance, etc.
3. Forecasting management of employment and skills
The management of personnel is not only done at a given moment. The Human Resources function must take into account the future needs of the company.
Scenarios concerning the future of the company are therefore developed. They help to highlight the company’s staffing needs.
The Human Resources function defines the actions needed to meet these needs: recruitment of external staff, training of internal staff, use of subcontractors, etc.
4. Improving Working Conditions
The management of working conditions has for a long time focused on Risk management and safety at the workplace. The objective was to reduce work-related accidents and illnesses. This approach in purely physical terms was coupled with a more psychological approach.
Working conditions now concern the stress and motivation of employees. Indeed, the less an employee is stressed, or the more an employee is motivated, the better his performance in the company.
The Human Resources function: debates and perspectives
5. What flexibility for staff?
Like all other functions, the Human Resources function is subject to a need for flexibility. However, if it is possible to flex-Belize a production process, it is more difficult to ask workers to stop working for a period (because they will no longer receive wages).
Many companies are concentrating their efforts on a hardcore of high-performing employees.
In order to cope with fluctuations in activity, they use temporary or fixed-term contract workers. However, this type of functioning is not unlimited since it has the effect of developing the phenomenon of precarious workers.
6. The development of stress at work
The motivation and flexibility of the workforce have resulted in increasing pressure on the company’s employees.
While some form of pressure may be positive on the performance of employees, too much waiting on the part of the company can prove to be harmful.
For example, more than 20% of employees report that their health has deteriorated due to excessive work stress. The most extreme cases are suicides related to stress at work.
