MGT3045 WK 1 Discussion

HR Functions © 2016 South University

HR Functions

These HR functions are translated into the daily activities of the HR department:

• Strategy and planning manages workforce surpluses and shortages. Predicting human capital needs and availabilities is challenging. How well HR does what it plans to do is measured by HR metrics and analytics.

• Equal employment opportunity involves compliance with federal, state, and local equal employment laws. Laws and regulations affect all HR activities.

• Staffing’s goal is finding individuals to fill jobs. The nature of the workforce, job design, and job analysis provide the foundation for staffing by identifying jobs duties and how they are affected by job characteristics. Relationships between individuals and the organization affect employee performance and retention. Turnover determines how many new employees are needed, which leads to Selection: choosing qualified individuals to fill the open positions.

• Talent management begins with the orientation of new employees and includes different types of training. HR development and succession planning help prepare for future challenges. Career planning identifies paths and activities for employees moving within the organization. Assessing how well employees are performing is performance management.

• Rewards: Compensation in the form of pay, incentives, and benefits rewards people for work. To be competitive, employers develop and refine their basic compensation systems and use variable pay programs as incentive rewards.

• Risk management and worker protection requires employers to address workplace risks, ensure workers are protected, meet legal requirements, and respond to health and safety concerns.

• The focus of Employee and labor relations is on the relationship between managers and their employees. This must be handled legally and effectively, and includes Employer and employee rights, HR policies and procedures, communication, updates, and managing

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expectations. In some organizations, union–management relations must be addressed. (Mathis, 2017, pp. 14-15)

Human Resource Management

©2016 South University