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Summary BUS303 Human Resources Management Week 5 Assignment.docx Functions of Human Resource Management The University of Arizona Global Campus BUS 303: Human Resources Management Functions of Human Resource Management Human Resource Management (
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BUS303 Human Resources Management Week 5 A Functions of Human Resource Management The University of Arizona Global Campus BUS 303: Human Resources Management Functions of Human Resource Management Human Resource Management (HRM) is the management of people in a company or organizat...
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Functions of Human Resource Management
The University of Arizona Global Campus
BUS 303: Human Resources Management
Functions of Human Resource Management
Human Resource Management (HRM) is the management of people in a company or
organization to maximize their productivity with the purpose of organizational success (Nandhini
& Vimala, 2020). This paper will consider the HRM functions of performance management,
human resources planning, recruitment and selection, human resources development,
compensation and benefits, and employment and labor laws and regulations as discussed in this
course and give a high-level overview of each HRM area. It will discuss HR functions within a
performance management system that contribute to effective training and development. It will
explain how an effective performance management system and compensation and benefits can
attract, develop, and retain talented employees. This paper will also analyze employment and
labor laws and regulations that impact these areas of HRM listed above and the relationships
between employees and employers. Finally, it will explain how the functions of HRM work
together in order to optimize organizational and employee behavior.
Performance management is the process of a supervisor and an employee working
together to define the employee expectations, setting the employee’s objectives and goals, and
then the supervisor providing regular feedback to the employee on their performance.
Performance management also includes management providing support to the employee to
improve their performance (Youssef, 2015).
Human resources planning involves HR and frontline managers working together to
predict the future employee needs for the organization. They need to ensure that they have
, enough employees with the appropriate knowledge, skills, and abilities to be successful.
Recruiting employees with the right skill set is crucial and it is up to human resources to post job
descriptions that will attract qualified candidates. Once applicants start responding to the job
post, the HR will screen the candidates to identify the ones that are qualified for the hiring
manager to review. Selected qualified candidates are then interviewed and tested, and then
management selects the candidate who is the best fit for the open position (Youssef, 2015).
Human resources development deals with the training and development of employees to
improve both individual employee’s performance and team performance. Training usually refers
to an employee receiving the necessary training to successfully perform their current job-related
tasks. Development usually refers to enabling employees to develop skills they will need to take
on future tasks and responsibilities either in their current role or in a new role within the
company (Youssef, 2015).
A compensation package refers to the combination of the salary and benefits an employer
offers an employee in exchange for the work they do as an employee of the organization. A
salary refers to the amount of money an employer pays the employee for the work they do and
benefits refer to indirect compensation paid to an employee above their regular salary, including
paid medical insurance, vacation and sick day, retirement, and 401K (Indeed, 2021).
There are more than 180 federal employment and labor laws and regulations that the U.S.
Department of Labor enforces. Many of these laws and regulations are designed to protect
employees who are part of a protected class against discrimination in the workplace and in all
areas of HR. There are also laws regarding many other employment areas such as wages and
hours worked, workplace safety, benefits, workplace standards, work authorization, working
conditions, and equal opportunity (U.S. Department of Labor, n.d.).
An effective performance management system defines the employee’s job expectations
and goals and then measures how the employee is performing against those expectations and
goals. Employee performance should be monitored through regular performance appraisals.
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