Functions of HRM in Organizational Development

This article discusses the different functions of HRM in organizational development, such as human resource planning, recruitment and selection, performance management, learning and development, career planning, and reward management. It also explores the traditional and contemporary approaches to recruiting and selection, as well as the process of performance management.

Business and leadership
The development of the human resource function
HRM performs number of function in an organisation for achievement of firm goals and
objectives. These function also help employees achieving their personal objective with matching
organisation ones. Some of these functions are stated below which help firm in its development.
Human resource planning: the first function which HRM perform is human resources
planning. In this it identify the needs of workforce require in firm and allocate other resources
according to it. It will benefits in organisational development as firm use its resources in panned
way which decrease wastage and promote good working environment.
Recruitment and selection: In this function of human resources management firm have its
key focus on filling the vacant post in organisation by hiring a qualified and perfect candidate to
perform the job. This function is developed by HRM over the time as methods of recruitment is
changing continuously.
Performance management: It is that function of HRM which deals in managing
performance of individual employees in while working in the firm, this is done with continuous
monitoring and control over the activity of employees.
Learning and development: It is that process which is done by increasing skills of
employees working in organisation. This is done by the help allocating budget to different
department special in training and development of employee which can increase in skills of these
employee.
Carrier planning: It is also a function of HRM to help employees in planning there carrier
in organisation giving them assurance of their permanent job and future increments according to
their performance.
Reward management: This function is also developed by HRM over the time as to
manage the reward of people in organisation. Previous it is done by the manager of firm but now it
is performed by HR manager.
There is contentious development of functions of human resources after it came in
existence. When it is newly formed it use to perform only two or three functions but now it is
expending its operations and started performing many functions which help organisation in
managing work load of other mangers.
Traditional and contemporary approaches of recruiting and selection
Traditional recruitment and selection methods
 Printing ads in newspapers for specification of job
 Using gates of factory as a method of advertising about jab by placing paper containing job
description and requirements.
 Arrange data from employment exchanges established in different stated or at locations
other than business environment.
 Asking existing staff to suggest names for filling vacant jobs in organisation.
 Visiting different institutes for recruiting candidate’s campus placement for bringing
educated staff for performing specific task.
 The selected candidates by above mentioned methods and then screening them be taking
their personal interview and eliminating those who does not passed the interview.
Contemporary approaches of recruiting and selection
 When it comes to the hiring of employee in modern days then the first think come in mind
is AI. It help firm in identifying potential candidate which will fit perfect for job. It help
firm in providing tools like chatbots ,sentiment analyses and talent rediscovery which
identify the information provided by job finder and provide firm the data of their
candidates.
 Video interviewing: It is also a modern method for selection of candidate in which
interview is taken through live videos. This method is used when there is requirement of
candidate who is at long distance form the place of interview.
Performance management and its process
Performance management is known as the ongoing process of communication that is involved
between a supervisor and worker. This is done once in a year. The main objective of
performance management is to support the attainment of strategic goals of the company. The
process of communication consists of attaining the strategic goals of the company. The
communication process consists of clarifying the expectations, setting goals, identifying goals,
providing feedback and reviewing the results. It is essential to oversee the performance and
provide feedback. This is focused on the annual performance review. This is a continuous
process which takes place once in a year. In the starting of planning process, the manager and
employee analyse the expectations of efforts of the employee. Goals and objective of the
company are discussed and according to that personal goals are set. These are helpful in
managing the achievement of success. The performance period of employee is analysed
effectively. The performance management consists of having a holistic approach for taking care
of overall performance of the organisation. For being a strategic tool performance, the
management of the company is helpful in developing culture of the company. The managing of
performance is helpful for setting smart goals for employees that takes company at new and
bigger heights. It is important for the company to be effective so that there is no problem. The
main objective of the company is to achieve success and profits. This is helpful in managing
work.