Republic of the Philippines

Christ the King College

Calbayog City, Western Samar

Name: FARAH JANE E. ABAYON

Subject: HUMAN RESOURCE MANAGEMENT
Professor: MICHELLE M. PROBADORA

7 MAJOR FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

1. STRATEGIC MANAGEMENT

Strategic Management is the process of formulating,

implementing and evaluating business strategies to achieve future
objectives. This includes all activities leading to the
organization achievement of objectives.

Human Resource professionals are proactive in planning for

the future by meeting the continuous short-term and long-term
strategic objectives of the organization. Strategic Management
enables the organization to focus on long-term directions and
interface with the internal and external environment and
stakeholders.

In the descriptive and prescriptive management text,

strategic management appears as a cycle in which several
activities follow and feed upon one another. The strategic
management process is typically broken down into five steps:
mission and goals, environmental analysis, strategic formulation,
strategic implementation, and strategy evaluation. At the
corporate level, the strategic management process includes
activities that range from appraising the organizations current
mission and goals to strategic evaluation.
 2. WORKFORCE PLANNING AND EMPLOYMENT

It is clear that Human Resource Management is a very crucial

function in an organization. The processes of human resources
planning, recruitment, and selection and retention are very
important as they determine the performance of an organization to
a very large extent; they should for this reason be handled
carefully to allow for their success and hence that of the
organization as a whole. The processes are dependent on each
other and success in one lead to success of the other and the
reverse is also true.

The changes in the practices involved in these practices

plus others in Human Resources Management docket has been fuelled
by the understanding of the importance that is associated with
the human resources and hence the need for proper selection,
hiring and retention. The recognition that employees are driving
force towards success of an organization has also contributed
positively in the process of Human Resource Management.

Workforce planning can equip to meet the challenges faces by

the organization. Effective workforce planning requires strong
executive leadership; clearly articulated vision, mission, and
strategic objectives; and cooperative, supportive efforts by
staff in several functional areas.

Department managers collaborate with Human Resources to

determine staffing needs and to fill job vacancies in a timely
manner whenever the needs arise. The HR recruitment team
strategically recruits and selects only the best applicants for
the company and ensures workforce efficiency thereafter in an
effort to help the organization accomplish it goals and
objectives.
 3. HUMAN RESOURCES DEVELOPMENT (Training and Development)

In the age of international competition in today’s

generation, organization or companies must train their employees
and prepare them for jobs in the future. Human Resources is
responsible for insuring that employees receive the appropriate
training to adequately perform their jobs. The ability, and
encourage, to continue to develop their skills help and motivate
employees. Thus, employees will be equipped to help achieve
desired departmental and company goals and objectives.

Human Resource Development is the framework for helping

employees develop their personal and organizational skills,
knowledge, and abilities. HRD includes training an individual,
providing opportunities to learn new skills, distributing
resources that are beneficial for the employee’s tasks, and any
other developmental activities. It is important to make employees
more competent. This set of processes within the HR department is
critical to employee on boarding and retention. HRD is integrated
use of training, organization and career development efforts to
improve employees and organizational effectiveness. Training and
development is at the heart of an organization that seek
continual growth and improvement. It is a process of learning
provided to new and existing employees acquiring knowledge and
technical skills and developing attitudes of behaviour in order
to be more effective in their jobs. It focus on developing the
most superior workforce so that the organization and individual
employees can their work goals in service. Without learning and
development of personal and professional skills, employees grow
stale and stagnant. Human Resources develops the key competencies
that enable individuals in organization to perform current and
future jobs through planned learning activities. HRD program,
employees become more committed to their jobs.

As every training program has to respond to a variety of

needs and accomplish specific goals, it should take into
consideration all the factors applied in planning the training
program. It is also significant for the training program to
satisfy the employee’s needs and to be evaluated for the quality
of perceived training as it is considered a valuable investment
for the organization.

4. TOTAL REWARDS (Compensation and Benefits)

The phrase “compensation and benefits” has given way to

“total rewards”—which encompasses not only compensation and
benefits but also personal and professional growth opportunities
and a motivating work environment. The Human Resources benefits
team is responsible for acquiring and administering an attractive
compensation and benefits package for all the employees. This
might include: a competitive salary range, medical, work-life
flexibility, performance, recognition, and growth and
development.

Total Rewards is a concept that describes all the tools

available to an employer that may be used to motivate and retain
employees. In general, most employees regardless of title or role
within the organization have an expectation regarding their
salary. The right total rewards system—a blend of monetary and
nonmonetary rewards offered to employees can generate valuable
results in the organization. These results range from enhanced
individual and organizational performance to improved job
satisfaction, employee loyalty, and workforce morale.

Among all kinds of budgets in an organization, remuneration

cost remains a part of great importance. We believe organizations
should be intentional in offering a total reward program to their
valued employees. When employees feel supported by their
organization, it becomes a win relationship. The investment
translates into a more loyal, productive and engaged employee.
The monetary, as well as the non-monetary benefits, are designed
to encourage growth in both personal and professional endeavours.
Additionally, total rewards programs can incorporate company
policies. Ultimately, total rewards systems create a
comprehensive valuation of all employee benefits and perks.

Successfully implementing a total rewards program will

always be challenging. To boost the chances of success, the
company must carefully shepherd the project, it requires careful
thought, patience, and a willingness to solicit input from a wide
range of individuals in the organization. But the effort is
worthwhile. A well-thought-out and skillfully implemented rewards
program can give the organization a competitive edge. In
particular, it can help to generate the company outcomes that
matter most to the strategy—whether those outcomes take the form
of employee retention, productivity, job satisfaction, or service
quality. In an age of stiffening competition and increasing
pressure to do more with less, no organization can afford to
ignore the strategic value that a well-designed total rewards
system can provide.
 5. POLICY FORMULATION

Policy Formulation is the development of effective and

acceptable courses of action for addressing what has been placed
on the policy agenda. It is an important phase devoted to
“generating options about what to do about a problem” and is
inherent to most, if not all, forms of policy making.

Human Resources keeps new hires and current employees

abreast of the policies and procedures of the organization. This
might include the distribution of employee handbook, code of
conduct manual and performance appraisals guidelines. It consists
of deliberate organizational activities designed to improve
employee productivity and administration through such means as
recruitment, compensation, performance, evaluation, training,
record keeping and compliance.

Human Resources Management Policies are the formal rules and

guidelines that the organizations put in place to hire, train,
assess and reward the member of the workforce. These policies can
serve to prevent many misunderstanding between employees and
employers about their rights and obligations in the workplace.

It is a continuing guidelines on the approach of which an

organization intends to adopt in managing its people. They
represent specific guidelines to HR manager on various matters
concerning employment and state the intent of the organization on
different aspects of Human Resource management such recruitment,
promotion, compensation, training, selections and other. They
therefore serve as a reference point when human resources
management practices are being developed or when decisions are
being about an organization’s workforce.
 6. EMPLOYEE AND LABOR RELATION

Employee and Labor Relations assists with general management

regarding developing, maintaining and improving employee
relation- ships through communication, performance management,
processing grievances and disputes as well as interpreting and
conveying policies. Essentially, Employee and Labor Relations is
concerned with preventing and resolving problems involving
employees which stem out of or affect wok situations. In
addition, Employee Relations recognizes employees for service
contributed to the organization and provides assistance with
professional growth.

The employee relations team seeks to align the employee’s

needs and rights with the needs of the organization. Things such
as: union and non- union issues, discrimination issues and more
are matters that should be handled by the labor relations
department. Employees must stay compliance with the law in making
sure that every employee is treated fairly. Employee are
encouraged to contact employee relations should they ever feel
that they were treated unfairly or to resolve other workplace
problems.

At the heart of labor relations is the desire of both

management and labor to create an efficient and effective
organization. When this happens, management is planning,
organizing and directing work such that employees understand
their roles and responsibilities in a way that they can produce
the desired outcomes. There is a healthy work environment and
strong working relationships amongst everyone. The employees have
an opportunity to contribute and each feels valued as part of
the collective effort of the unit. A mutual respect exists
between management and employees.

HR manager is basically responsible for the control labor

through human relation approaches. Employees differ in nature and
therefore, it is but natural that due to any communication gap,
labor relations may spoil within the organization. Therefore, the
Human Resource department should know the proper policies, rules
and regulations with the regard to labor relations. Harmonial
relationships are necessary for both employer and employees. It
not only results in industrial peace but also leads to better
future.

7. RISK MANAGEMENT

Risk management is the identification, evaluation, and

prioritization of risks followed by coordinated and economical
application of resources to minimize, monitor, and control the
probability or impact of unfortunate events or to maximize the
realization of opportunities. Human resource risk is the
probability of unfavourable events’ and threats’ realization
occurrences coming from people as a result of decision making. It
plays an increasing role in the companies’ activities.

The HR risk management team along with the department

manager should be proactive in detecting risk items that could
pose a possible treat to the company. Health care institutions in
particular, should take extra precautions in providing a safe
work environment for its workers or employees. HR should provide
safety training and issue handbooks to its employees to educate
them on risk management issues. Employees face a legal obligation
to provide a safe and hazard free work environment.

Concluding, understandably, some may use some terms like

personnel and human resources interchangeably. However, keep in
mind that the Human Resource professional’s role is not just
limited to administrative duties in the company, but instead they
provide continuous support in the planning process and the
development of an organization.