Human Resource Management


Organizations constitute human resources among other resources. In the current dynamic world, human resource is the most valued asset. In essence, people dominate and constitute an organization (Mathis et al., 2017). Therefore, the organization’s success is based on both collective and individual efforts applied by the workforce. However, Human Resource Management (HRM) is a coherent and strategized approach which entails managing the manpower and other major assets of an organization (Mathis et al., 2017). It entails the maximization of the performance and effectiveness of the organization by managing human capacities such as talents, time and capabilities. This paper discusses the function and significance of Human resource management.

Functions of Human Resource Management

First, HRM is tasked with planning human resource planning, selection, and recruitment activities (Mondy & Martocchio, 2016). Its role entails assessing both the current and future organizational needs while comparing with the available resources and predict for future resources in order to evade understaffing or overstaffing. This, however, facilitates the demand and supply to be at equilibrium. Second, HRM also is in charge of making compensations and benefits to the employees (Mondy & Martocchio, 2016). Literally, it has the responsibility of ensuring that precise compensation is allocated, employees are adequately rewarded with benefits and as well ensure they receive work satisfaction and favorable working conditions. Third, HRM has the responsibility of ensuring development among the existing employees through instrumental identification means of helping their current responsibilities and also making preparations for possible opportunities that may come up in the organization (Stone, 2017). Fourth, HRM ensures that the safety and health of their employees are met. They make sure that employee’s rights are not violated and offer favorable and healthy working environment. This is achievable by ensuring that employees are free from health hazard attributed to work by undertaking Occupational Health and Safety measures.

The significance of Human Resource Management

HRM significantly provides support and guidance to the organization’s line of management. First, HRM is significant in facilitating management of human resources (Stone, 2017). HRM helps in coordinating qualitative and quantitative procedures and managing economical shifts resulting from growth and decline. Second, HRM helps in controlling and managing social pressures as it provides a desirable and favorable working environment (Stone, 2017). The safety and hygiene of the workplace is a motivating factor to work performers for the employees. HRM providing a safe and comfortable work environment promotes work performance.

Third, HRM plays a significant role in ensuring management of political pressure commonly through calls demanding the hiring process to focus on the local labor market regardless of the resulting aspects of cost and skills (Mondy & Martocchio, 2016). Albeit being ethically right to hire from the local labor market, political pressure is not supposed to be a hindering factor to the quantity and quality of the organization’s productivity as well as the eventual failure to achieve the goals of the organization. Fourth, HRM helps in managing the technology by hiring the appropriate workforce or instead of getting the existing workforce trained in order to positively respond and adapt to technological changes (Mondy & Martocchio, 2016). Technological changes can result in the workforce obsolescence which could hinder the organization from meeting its objectives. Finally, HRM facilitates the implementation of organizational changes (Mathis et al., 2017). HRM enables the organization to adapt and transit to the changes that may occur to the organization both external and internal.


In essence, Human Resource Management plays a significant role in an organization. HRM practices are essential for the organization’s overall performance at all levels and motive to push the organization towards should be based on achievable human resource strategic objectives.