The 3 Most Important HR Functions to Develop Employees and Companies

Any business, to prove its effectiveness, needs a strategy for human resources management, to guide individuals and teams in an optimized way. This encourages staff to give more effort and achieve better performance. What are particularly the HR functions that produce a cohesive company that seeks its goals?

HR Functions Definition

Human resources management is a sector that is attentive to the employee’s career. It accompanies him during his journey; starting from screening as a potential candidate, and moving along with him through the recruitment process. Next, providing him the proper onboarding that could include training or guide sessions. Finally, administering him across his presence in his current occupation. 

HRM functions could be performed externally; all the services are outsourced through an independent HR consulting agency, or internally by a department in the enterprise if it’s well established and strong enough.

Functions of Human Resource Management

Here, we discuss 3 major HR functions that build a professional outstanding enterprise:

Recruitment and selection

Recruitment is the process of selecting suitable candidates from the targeted pool to fit in a vacancy available in an organisation. Human resources specialists do this function with the help of the department that includes the vacancy; it provides the data related to needed technical qualifications, competencies, and experience. Here, all the dimensions of the need exist.

Based on the data gathered from the actual case, HR specialists will construct a tailored job description. This JD will be the magnet that makes suitable candidates apply by posting it as a job ad on different platforms. Certainly, not all applicants exactly meet the specifications. This will lead to an initial resume screening to look for the keywords available in each one. 

In parallel to capturing active candidates, the HR specialist will also look for passive candidates on professional online platforms that could be general like LinkedIn, or could be in specific for the profession he’s looking for. The Hr specialist will start screening those profiles to find the best-fit candidates and check out if they’re interested or not. 

All initially screened candidates will enter the recruiting pipeline through either a phone screening or an online first interview.  This will be ended with a second interview that could include a technical test or followed by a technical assignment.

A list that includes the approved candidates is ready for the client/department, to select the best candidate from its point of view and according to the HR specialist’s recommendations. After choosing the best individual, the HR specialist will be responsible for making a final communication with him and sending him the job offer before onboarding.

Performance Management

It’s another crucial HR function performed that mainly consists of 3 parts; Defining the goals, evaluating the current status, and putting a development plan for performance.

Defining the goals here is related to every employee, and these goals should perfectly align with the organizational goals. These SMART goals could be for a job, project, and behaviour. Some goals could be about learning and skill development. 

Checking the current situation depends on pure analysis and taking into account every activity, achievement, and attitude. It mainly depends on the goals as essential references. A 360 feedback is a multisource evaluation that could be a perfect method to recognise the opinions of the employee’s manager, coworkers, and subordinates. This covers work quality, behaviour, and degree of cooperation. 

Also, the HR specialist will revise the attendance sheets, dependability, quantity of work, and relationships with people, connect every fact with the right indication and put an actual rating. This transfers the process from assessment to development.

A performance development plan is a detailed action plan that needs to cover all the goals mentioned, weak points that need enhancement, and strong points that need continuous nurturing. 

Career Counselling

Previous functions cared more about the enterprises. They followed the employee’s journey and activities in the favour of the enterprise, seeking its growth and development; making the individual’s growth part of any achievement. Career counselling functions basically care about the employee, making him the core of the function’s attention.

Career counselling is not for a certain age. The HR specialist could help a high school student with the university or scholarship he should enroll in that meets his preferences and skills. He could also help a department manager to find his way to a C-suite level.

Also, the Career counselling sessions and meeting help individuals in recognising more about themselves, their strengths and weaknesses. This makes taking decisions more clear and based on solid ground.

This HR function not only guides the individuals toward the right paths but also develops their appearances on professional platforms, to meet with recruiter’s needs. This includes LinkedIn and any other specialized platforms that could attract talent acquisition specialists. Also, they include supporting these profiles and the CV with tailored keywords and updated data; moving along with the needs of the individual.

Interview Mocking is also a powerful technique where practise makes perfect. Putting the individual surrounded by all elements of an actual interview makes this technique a real interview that focuses on the individual’s pain points. For instance,  they’re unemployed for a period of time. The interview will put the individual under pressure through stressful actual situations.  

Whitecollars provides recruitment and selection services for SMEs and large enterprises, it also offers HR solutions for them to develop observable corporate growth, and it eventually presents career counselling packages that give individuals the help they need.

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