What Are The 7 Roles Of Human Resource Management?

What is the crucial thing that every successful business must have? Human resources (HR) is one of several crucial departments that ensures our company continues to operate. Many people have a vague idea of what human resources entails, beyond receiving an orientation and compensation brief when starting a new employment. Did you know that human resources serve seven primary purposes?

Most businesses couldn’t function without Human Resource Management (HRM). Human resources (HR) is responsible for maximising an organization’s economic production by developing its human capital through a variety of means.

What Do HR Tasks Entail?

The human resources department’s primary role is to do HR-related tasks. Activities that fall under each of these primary roles share a common thread: they aim to strike a balance between the needs of the organisation and those of its workers. Human resources departments carry out these actions to guarantee that their companies treat their workers fairly and in a way that advances both their interests and that of the company as a whole.

What Are The 7 Roles Of Human Resource Management?

The seven roles of human resource management (HRM) are as follows:

1. Recruitment And Selection

Recruitment and selection are two key functions of human resource management (HRM). Recruitment involves identifying, attracting, and hiring suitable candidates for job vacancies, while selection involves choosing the best candidate for the job. The recruitment and selection process typically includes the following steps:

  • Job analysis: This involves identifying the key responsibilities, skills, and qualifications required for the job.
  • Sourcing candidates: HRM may use a variety of methods to source candidates, such as job postings, social media, and employee referrals.
  • Screening resumes and applications: HRM reviews resumes and job applications to determine which candidates meet the minimum qualifications for the job.
  • Conducting interviews: HRM conducts interviews with candidates to assess their skills, experience, and fit for the job.
  • Conducting assessments: Depending on the job, HRM may also conduct assessments such as skills tests, personality tests, or job simulations.
  • Checking references and background: HRM may check references and conduct background checks to verify the candidate’s qualifications and suitability for the job.
  • Making a job offer: HRM extends a job offer to the chosen candidate, which includes details such as salary, benefits, and start date.

Effective recruitment and selection practices are critical to building a talented and diverse workforce that can help an organization achieve its goals.

2. Training And Development

Training and development is an essential function of human resource management (HRM) that involves providing employees with the necessary skills and knowledge to perform their jobs effectively, as well as supporting their career growth and development. Effective training and development programs can enhance employee performance, increase job satisfaction, and improve overall organizational effectiveness.

The training and development process typically includes the following steps:

  • Assessing training needs: HRM identifies the specific training needs of employees, either through performance evaluations, skills assessments, or other methods.
  • Developing training programs: HRM develops training programs that address the identified needs, including topics such as technical skills, leadership development, and diversity and inclusion.
  • Delivering training: HRM delivers training through a variety of methods, such as classroom instruction, online learning, on-the-job training, or coaching and mentoring.
  • Evaluating training effectiveness: HRM evaluates the effectiveness of the training program through methods such as feedback from participants, evaluation of performance improvements, and ROI analysis.
  • Providing ongoing development opportunities: HRM provides ongoing development opportunities to employees to support their career growth and development, such as continuing education, leadership development, and coaching.

Effective training and development programs can help employees acquire new skills and knowledge, improve their job performance, and advance their careers. This can lead to increased employee engagement, job satisfaction, and retention, as well as improved organizational performance.

3. Performance Management

Performance management is the process of setting expectations, measuring progress, providing feedback, and evaluating employee performance to align individual performance with organizational goals.

Effective performance management helps employees understand how their work contributes to the organization’s success, identifies areas for improvement, and provides opportunities for growth and development. The performance management process typically includes the following steps:

  • Setting performance expectations: HRM works with managers and employees to set clear, specific, and measurable performance expectations and goals.
  • Monitoring performance: HRM monitors employee performance through regular check-ins, progress reports, and performance evaluations.
  • Providing feedback: HRM provides regular feedback to employees on their performance, both positive and constructive, to help them improve and achieve their goals.
  • Evaluating performance: HRM evaluates employee performance against established performance expectations and goals, and uses this information to identify areas for improvement and make decisions about promotions, raises, or disciplinary action.
  • Supporting development: HRM provides development opportunities to help employees improve their performance and achieve their goals, such as training, coaching, or mentoring.

Effective performance management is critical to maintaining a high-performing workforce and achieving organizational success. By providing clear expectations, regular feedback, and opportunities for growth and development, HRM can help employees perform at their best and contribute to the organization’s overall success.

4. Compensation And Benefits

Compensation and benefits are an important function of human resource management (HRM) that involves designing and managing a package of financial and non-financial rewards to attract and retain employees. A well-designed compensation and benefits package can help organizations compete for talent, motivate and retain employees, and achieve their strategic objectives. The compensation and benefits process typically includes the following steps:

  • Job analysis: HRM conducts a job analysis to determine the relative worth of each job within the organization.
  • Establishing pay structures: HRM establishes pay structures that reflect the organization’s compensation philosophy, market rates, and internal equity considerations.
  • Designing benefits programs: HRM designs a benefits package that meets the needs of employees, including health insurance, retirement plans, and other perks such as paid time off, wellness programs, or tuition reimbursement.
  • Administering compensation and benefits: HRM administers compensation and benefits programs, including tracking employee pay and benefits, processing payroll, and managing benefits enrollment and claims.
  • Evaluating compensation and benefits effectiveness: HRM evaluates the effectiveness of the compensation and benefits package through metrics such as turnover rates, employee satisfaction surveys, and benchmarking against industry standards.

Effective compensation and benefits programs can help organizations attract and retain top talent, increase employee engagement and motivation, and promote a positive work culture. By offering competitive pay and benefits, HRM can help organizations achieve their strategic goals and become an employer of choice in their industry.

5. Employee Relations

Employee relations is the function of human resource management (HRM) that focuses on creating and maintaining positive relationships between the organization and its employees. Effective employee relations programs can help foster a positive work culture, enhance employee engagement and motivation, and prevent and resolve workplace conflicts. The employee relations process typically includes the following steps:

  • Establishing policies and procedures: HRM establishes policies and procedures that govern employee behaviour, such as a code of conduct, grievance procedures, and disciplinary policies.
  • Managing employee communication: HRM manages employee communication through channels such as employee newsletters, social media, and town hall meetings to keep employees informed about organizational developments and changes.
  • Handling workplace conflict: HRM provides support and guidance to managers and employees in handling workplace conflicts, such as mediation or alternative dispute resolution.
  • Managing employee performance: HRM works with managers to provide coaching and support to employees who may be struggling with performance issues and manages disciplinary processes when necessary.
  • Ensuring compliance: HRM ensures compliance with labour laws and regulations, such as employment contracts, minimum wage, and overtime regulations.

Effective employee relations programs can help create a positive work environment, enhance employee engagement, and foster trust and cooperation between employees and management. By promoting open communication, providing support and guidance to managers and employees, and ensuring compliance with legal requirements, HRM can create a culture of fairness, respect, and accountability within the organization.

6. Compliance

Compliance is an important function of human resource management (HRM) that involves ensuring that the organization follows laws, regulations, and ethical standards in all of its operations. Effective compliance programs can help prevent legal and ethical violations, protect the organization from legal liability, and promote a culture of integrity and accountability. The compliance process typically includes the following steps:

  • Identifying legal and ethical requirements: HRM identifies relevant laws, regulations, and ethical standards that apply to the organization, such as labour laws, data privacy regulations, and anti-discrimination laws.
  • Developing policies and procedures: HRM develops policies and procedures that reflect the organization’s commitment to compliance, such as a code of conduct, whistleblowing policies, and data protection policies.
  • Communicating compliance requirements: HRM communicates compliance requirements to employees through training programs, employee handbooks, and other channels to ensure that everyone understands their legal and ethical responsibilities.
  • Monitoring compliance: HRM monitors compliance with legal and ethical requirements through audits, risk assessments, and other methods to identify and address potential violations.
  • Responding to compliance violations: HRM responds to compliance violations promptly and effectively, taking appropriate corrective action and implementing measures to prevent future violations.

Effective compliance programs can help organizations maintain a reputation for integrity and ethical behaviour, which can enhance their brand value and improve their relationships with customers, investors, and other stakeholders. By ensuring compliance with legal and ethical standards, HRM can protect the organization from legal liability and promote a culture of accountability and responsible behaviour.

7. HR Information Systems

HR information systems (HRIS) are software systems used by human resource management (HRM) to manage and organize employee data and streamline HR processes. HRIS can help HR professionals perform their functions more efficiently and effectively by automating routine tasks, providing real-time access to information, and generating reports and analytics. The HRIS process typically includes the following steps:

  • Identifying HRIS requirements: HRM identifies the key HR processes that need to be automated or improved and determines the features and functionality required for the HRIS system.
  • Selecting an HRIS vendor: HRM evaluates and selects an HRIS vendor based on factors such as cost, functionality, ease of use, and vendor reputation.
  • Implementing the HRIS system: HRM works with the HRIS vendor to implement the system, including configuring the system to meet the organization’s specific needs, importing employee data, and training HR staff on how to use the system.
  • Managing HR data: HRM manages and updates employee data in the HRIS system, including personal information, employment history, benefits, and performance data.
  • Analyzing HR data: HRM uses the HRIS system to generate reports and analytics on key HR metrics such as employee turnover, absenteeism, and performance ratings, which can help HR professionals identify trends and make data-driven decisions.

Effective HRIS systems can help HR professionals save time and improve the accuracy and reliability of HR data. By automating routine tasks, HRIS systems can free up HR staff to focus on more strategic activities, such as talent management and employee development. HRIS systems can also provide valuable insights into HR metrics, which can help organizations make data-driven decisions and continuously improve their HR practices.


In conclusion, human resource management (HRM) plays a crucial role in managing an organization’s most important asset – its people. The seven key functions of HRM, which include recruitment and selection, training and development, performance management, compensation and benefits, employee relations, compliance, and HR information systems, work together to ensure that an organization can attract, retain, and develop a high-performing workforce.

By effectively managing these functions, HR professionals can create a positive work culture, enhance employee engagement and productivity, and support the organization’s strategic goals.

Ultimately, the success of an organization depends on the effectiveness of its HRM practices, as they play a critical role in attracting and retaining talent, managing performance, and creating a culture of innovation and growth.

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