Seven primary human resource management functions

The seven primary human resource management (HRM) functions most commonly associated with today’s organizations:

1. Human resource planning. This function involves forecasting future staffing needs and developing plans to meet those needs. It includes activities such as workforce analysis, job analysis, and succession planning.
2. Recruitment and selection. This function involves attracting and hiring qualified employees. It includes activities such as job posting, resume screening, interviewing, and making job offers.
3. Onboarding. This function involves orienting new employees to the organization and its culture. It includes activities such as providing new employees with information about the organization, their job, and their benefits.
4. Training and development. This function involves providing employees with the skills and knowledge they need to do their jobs effectively. It includes activities such as training on new products or procedures, and providing opportunities for employees to develop their skills and knowledge.
5. Performance management. This function involves setting performance goals, evaluating employee performance, and providing feedback. It includes activities such as performance appraisals, coaching, and counseling.
6. Compensation and benefits. This function involves determining the pay and benefits that employees will receive. It includes activities such as setting pay rates, designing benefit plans, and administering payroll.
7. Employee relations. This function involves managing employee relations, including resolving conflicts, handling grievances, and enforcing workplace policies. It includes activities such as conducting investigations, mediating disputes, and disciplining employees.

In addition to these seven functions, HR professionals also play a role in a variety of other areas, such as health and safety, diversity and inclusion, and organizational development.

Federal statutes, regulations, and guidance

HR professionals must be familiar with a variety of federal statutes, regulations, and guidance in order to keep their organizations legally compliant. Some of the most important of these include:

• The Fair Labor Standards Act (FLSA). This act sets minimum wage and overtime pay requirements, and it also regulates child labor.
• The Occupational Safety and Health Act (OSHA). This act sets workplace safety and health standards.
• The Americans with Disabilities Act (ADA). This act prohibits discrimination against people with disabilities in employment.
• The Family and Medical Leave Act (FMLA). This act allows employees to take unpaid leave for certain family and medical reasons.
• The Uniformed Services Employment and Reemployment Rights Act (USERRA). This act protects the employment rights of military reservists and National Guard members.

HR professionals must stay up-to-date on these and other laws and regulations in order to ensure that their organizations are in compliance.

Notes

In addition to the federal statutes, regulations, and guidance listed above, HR professionals may also need to be familiar with state and local laws that affect employment. They should also be familiar with the organization’s own policies and procedures.

HR professionals play a critical role in ensuring that organizations are legally compliant. By staying up-to-date on the latest laws and regulations, they can help to protect their organizations from legal liability.