Because it is in charge of managing the workforce, which is the organization’s most valuable asset, the Human Resources (HR) department of an organisation is an important one. In other words, the workforce is the organization’s most valuable asset.

The multifaceted role of human resources (HR) encompasses a wide range of functions, each of which plays an important part in ensuring the success of the company as a whole and the well-being of its workers.

In this article, we will cover the seven basic roles of human resources, each of which plays an important part in the process of building a workforce that is productive, engaged, and compliant. 

What Are The 7 Main Function Of HR?

Human Resources (HR) is an umbrella term for a set of activities crucial to the efficient management of an organization’s human resources. The seven core HR responsibilities are as follows, Read More Here:

  • Recruitment and Staffing: HR professionals are responsible for identifying staffing needs, creating job descriptions, advertising job vacancies, and conducting interviews to select the most qualified candidates for positions within the organization. They ensure that the workforce is appropriately sized and skilled.
  • Employee Development and Training: HR is in charge of overseeing employee development and training programmes, which are designed to assist staff members in acquiring new abilities, improving their present talents, and progressing further in their careers. This function encourages the growth of staff members and helps to guarantee that they continue to be valued assets to the organisation.
  • Performance Management: HR establishes performance expectations, conducts performance evaluations, and provides feedback to employees. This function helps align employee performance with organizational goals and identifies areas for improvement.
  • Employee Relations: Employee relations are managed by HR experts, who are responsible for resolving conflicts, grievances, and concerns that arise in the workplace. They make an effort to keep the office environment upbeat, amicable, and cheerful, as well as to stimulate staff involvement and ensure employee satisfaction.
  • Compensation and Benefits: HR manages compensation and benefits programs, ensuring that employees are fairly compensated for their work and receive essential benefits such as healthcare, retirement plans, and bonuses. This function also includes payroll administration.
  • Compliance and Legal Issues: HR ensures that the organization complies with labour laws, regulations, and industry standards. This function involves maintaining records, handling legal matters related to employment, and implementing policies to prevent discrimination, harassment, and other workplace issues.
  • HR Strategy and Planning: HR experts play an important part in the organization’s overall strategy by ensuring that HR practices are in line with its overarching aims and objectives. To ensure the organization’s continued prosperity over the long term, they devise HR strategies, participate in workforce planning, and organise talent management activities.

The management of human resources is dependent on these seven functions, all of which are interdependent on one another. HR specialists strive not only to ensure legal compliance and organisational cohesiveness but also to attract and educate talented people, as well as to keep those workers interested in and committed to the aims of the company.

When HR can properly carry out its responsibilities, the positive contributions it makes to an organization’s overall performance and the health and happiness of its workforce are amplified.

How Beneficial Is Human Resource Management?

There are many ways in which Human Resource Management (HRM) helps businesses and their employees.

  • Talent Acquisition and Retention: The Human Resource Management department is in charge of finding and retaining the best employees. Human Resources can make a contribution to the performance of the organisation and to its ability to remain competitive when it locates and employs qualified candidates.
  • Employee Development: HRM ensures that employees have access to training and development opportunities. This not only enhances their skills but also boosts morale and job satisfaction.
  • Performance Management: Effective performance management processes set clear expectations, provide feedback, and recognize achievements. This leads to increased productivity and motivation among employees.
  • Conflict Resolution: HRM plays a crucial role in resolving workplace conflicts and issues. This ensures a harmonious work environment and minimizes disruptions to productivity.
  • Compliance: HRM ensures that the organization complies with labour laws, regulations, and industry standards. This reduces the risk of legal issues and penalties.
  • Compensation and Benefits: HRM ensures that employees are fairly compensated and receive benefits that promote their well-being, including health insurance, retirement plans, and bonuses.
  • Employee Engagement: HRM initiatives such as employee engagement surveys, wellness programs, and recognition efforts contribute to a positive work culture and higher employee satisfaction.
  • Strategic Alignment: HRM aligns its practices with the organization’s strategic goals, ensuring that HR efforts support the overall success and growth of the business.
  • Diversity and Inclusion: HRM fosters diversity and inclusion in the workplace, which can lead to greater creativity, innovation, and a broader range of perspectives.
  • Change Management: HRM helps manage organizational changes, such as mergers, acquisitions, or restructuring, by providing guidance and support to employees during transitions.
  • Data-Driven Decision-Making: HRM utilizes data and analytics to make informed decisions about workforce planning, talent management, and organizational strategy.
  • Ethical Standards: HRM promotes ethical behaviour and values within the organization, reinforcing a culture of integrity and responsibility.
  • Employee Well-being: HRM focuses on employee well-being, addressing issues like work-life balance, mental health support, and overall job satisfaction.

Because it helps to cultivate an atmosphere in which workers are motivated, devoted, and legally compliant, an efficient human resource management system is essential to the long-term success of any organisation. The purpose of human resource management, or HRM, is to assist organisations in achieving their goals by ensuring that they are making the most of their most precious resource: their personnel.

This ultimately results in increased success due to increased production, decreased employee turnover, improved morale, and overall higher levels of success.


Management of human resources, also known as HRM, is an essential organisational activity that’s responsible for a wide variety of positive outcomes. The function of human resource management (HRM) is to act as a link between an organisation and its staff, and it plays a critical part in ensuring the health and happiness of the workforce while also contributing to the overall performance and viability of the business.

HRM contributes to the creation of a pleasant work environment that helps nurture both productivity and job happiness. This is accomplished through the recruitment and development of employees, as well as the management of performance and the settlement of conflicts. HRM also guarantees that organisations continue to comply with labour rules and regulations, reducing the likelihood that they will run into legal trouble.

The management of compensation and benefits, employee engagement activities, and strategic alignment with organisational goals all contribute to further enhancing the impact of human resource management. A healthy organisational culture is a direct result of HRM’s promotion of diversity and inclusion, ethical standards, and overall employee well-being. All of these factors contribute to the success of an organisation.

In the end, the fact that human resource management makes decisions based on facts, that it plays a part in managing change, and that it is committed to ethical practises make it an important asset to businesses of all sizes and in all sectors.

Optimising their human resources, driving innovation, and positioning themselves for long-term success in a business landscape that is always shifting may all be accomplished by organisations that make investments in HRM.

By eugene

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