Human Resource Management

1. Major Categories of Human Resource Management Functions
    Planning
    a. Strategic Human Resource Management – The process of developing and implementing HR
        policies and practices that directly support the major objectives and competitive strategy of
        the organization.
    b. Job Analysis – The process of obtaining and documenting information about the major
        responsibilities, duties, and tasks of each job in an organization, as well as the major types
        of knowledge, skills, and abilities required to perform the job.
    c. Legal Compliance – The process of developing human resource policies and practices that
        meet the requirements of local, state, and federal laws.
    Staffing
    a. HR Forecasting – The process of estimating (i.e., forecasting) labor demand and supply to
        meet an organization's operating needs.
    b. Employee Recruitment – The process of assessing the make-up of the labor market and
        developing methods for contacting and communicating with job applicants in the market.
    c. Employee Selection – The process of assessing the knowledge, skills, and abilities of job
        applicants in order to make accurate hiring decisions.
    Development
    a. Career Counseling and Planning – The process of obtaining relevant information from
        employees (such as personality traits, aptitudes, values, and   job preferences) in order to
        assist in the planning of careers within an organization.
    b. Training and Development – The process of enhancing the knowledge and skills of
        employees in order to increase job performance and organizational effectiveness.
        Rewarding Employees
    a. Wage and Salary Development – The process of developing internally and externally
        equitable wages and salaries for the jobs within an organization.
    b. Employee Benefits – The process of developing an effective and competitive benefits... [continues]

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