Employees as individuals and an organization as a whole benefit a lot from establishing an effective system of attracting, protecting, and rewarding employees who are often referred to as ‘human resources’ (HR). Large companies usually create an HHR department that serves a specific role as a mediator between employees’ needs and an organization’s objectives. Therefore, executives can consider an HR-team effective if it manages to create strategies that can be utilized by different departments in order to meet the company’s short- and long-term goals. Human resources management cannot function independently since it is often linked to the needs of different groups of employees from various departments (Khan, 2018).
The primary HR functions include recruitment, training, and compensation of employees. Moreover, HR professionals are often responsible for performance management, labor relations, and employee rights. One of the main objectives of a human resource manager is to facilitate a healthy, safe, and positive climate for employees, interns, and corporate partners. It is apparent that there is a need for HR teams in any industry. However, they are the most crucial for technology enterprises due to the fact that the technological world is rapidly evolving and transforming itself.
HR Functions and Organizational Goals
Without any doubt, human resource management is essential in a current business climate since HR teams play a vital role in constructing and optimizing the workplace. One of the most important functions of HR is planning. Managers gather the necessary data from external and internal sources in order to make projections regarding employee turnover, performance, and satisfaction rates (Khan, 2018). Based on such predictions, HR teams implement changes and contribute to the strategic development of the organization.
Planning has a linkage to recruitment and training, which are both integral functions of HR management. Hiring employees includes identifying the company’s talent needs and fulfilling them through a series of recruitment practices. Firstly, recruiters have to facilitate a high volume of applicants and then filter them based on specific criteria. Technology has transformed the recruitment process since HR managers now have the option of posting job offerings online and tracking all the applications through an Internet-based system (Watson, 2020).
However, standardization of the application process requires a lot of planning. The HR team is therefore required to develop new skills and responsibilities based on the tasks related to online human resource management. As for training, HR professionals of any middle to large organization often face the challenge of developing and transforming a framework that helps new hires to adapt better to the company’s work environment. Despite the technological innovations in terms of automated data collection (for planning) and online operations (for recruitment and training), human resources managers also need to ensure they are empathetic, and their practices are ethical.
As for other HR functions that are influenced by technological developments, performance management is one of them. Assessing employees’ performance ensures that their work aligns with the organization’s goals and objectives. Computerized performance assessment and management tools are some of the most time and cost-effective for HR managers. Performance management enables HR managers to generate feedback employees can use in order to improve their individual effectiveness. Executives do not only use this HR function to keep track of employees’ accomplishments. They also utilize performance management to analyze which business practices work best, how some transformations within the organization affect the teams’ performance rates.
HR managers also have the function of ensuring employees are healthy and safe. It entails the development of specific policies and organizational regulations in order to ensure employees are enjoying a safe environment. Safety refers to the lack of physical threats and emotional triggers in the workplace, including bullying and discrimination. In terms of technology, cloud-based datasets help HR to access and analyze the safety protocols more easily. Furthermore, online surveys serve as a cost and time-efficient option to assess employees’ perception of the anti-bullying and anti-discrimination regulations enforced by the organization.
Human resource teams are involved in the protection of employee rights and providing compensation to employees as well. The goal of employee rights protection is linked directly to the legal constraints of operating a business. Moreover, ensuring the appropriate legal protection of employees being vocal about it serves an important purpose. Demonstrating respect for the talent’s rights facilitates trust and commitment. The function of compensation refers to the HR managers’ ability to pay and provide incentives for employees.
This often implies the establishment of wage and salary levels with the goal of maintaining a high return on investment (ROI) for the organization. The team of human resource managers needs to ensure that the company’s investments in talent management translate into the accomplishment of organizational objectives and high revenues. In addition to this, HR managers have to maintain worker-management relations. The role of labor relations is crucial due to the fact that they affect employees’ perception of their workplace. Job performance is positively affected if workers feel respected and valued (Khan, 2018). It is the HR team’s job to ensure employees’ hard work is being recognized.
All the functions of human resource management are related to each other since they are all focused on ensuring employees’ work is reflective of the organization’s goals. Acquiring the necessary talent through recruitment and training can serve as a necessary investment in order to meet certain objectives (Khan, 2018).
Managing employees’ performance helps executives to identify the right managerial techniques to keep workers motivated and effective. Performance management’s goal is to ensure that employees’ work is aligned with the company’s mission. HR managers create wage and salary systems to compensate the talent in accordance with the organization’s goals and the state of the market. Facilitating the conditions where employees are healthy, safe, and protected under the company’s regulations serves a similar purpose. By providing intangible resources to workers, HR teams ensure employees are satisfied and, therefore, effective.
Compensation, on the other hand, often refers to money (a tangible resource). It is evident that all the HR functions have the same goal of ensuring the organization achieves its objectives. However, another factor that connects all the functions in a current business environment is technology. The integration of online recruitment systems, automated analysis tools, and cloud-based data sets does not only help HR managers but forces them to develop new competencies and skills in order to operate more efficiently (Watson, 2020). The ever-evolving character of technology requires HR teams to incorporate innovations in order to ensure the accomplishment of organizational objectives.
Despite the fact that human resources management aims to optimize the accomplishment of organizational goals, it also supports the professional and personal development of the talent. Performance reviews and feedback help employees to reflect on their work and take the necessary steps for improvement. This way workers can make themselves more valuable to the organization.
HR teams are concerned with the employees’ perception of the company they work at, and therefore, they try to ensure the management meets employees’ needs. Effective HR professionals manage to create all the necessary conditions to accommodate the talent’s legal rights by establishing a system of health and safety regulations. HR management’s role is to facilitate an open and positive working climate, which would, in turn, affect employees’ satisfaction rates and overall performance.
Khan, H. (2018). Strategic human resource practices and its impact on performance towards achieving organizational goals. Business Ethics and Leadership, 2(2), 66-73,
Watson, E. (2020). 6 technological trends that redefine human resource management. Finances Online. Web.