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Major Functions Of Human Resource Management

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Human resource management is very crucial for every organization. “Human Resource Management (HRM) is a management function that helps manager recruit, select, train, and develop member for organization” (Aswathappa, 2005, p. 5). In general, human resource management has three major functions which are human resource development, staffing, and compensation.
The first major function of human resource management is human resource development. Human resource development is essential to every organization. Human resource development helps an organization to improve their employee’s knowledge, skill, and ability. According to Swanson and Holton (2001), human resource development not only combines training and development but it also combines the …show more content…

Training is a program to increase an individual’s knowledge, skill, and ability lead to increase performance on the current job. On the contrary, development is a program that provides for employees to increase their knowledge, skill, and ability to prepare for their future responsibility. In addition, there are three types of training transfer which are positive, negative and zero transfer. Positive transfer refers to an employee has better performance on the job, negative transfer is an employee has poorer performance and zero transfer is no effect change on performance after attended the training.
Organization development is to strengthen an organization’s process, structures and strategy by using the behavioral science knowledge lead to perform more efficiency of an organization (Cummings & Worley, 2014). Nowadays, organization encounters numerous challenges due to the rapid can fit in this fast pace changes. Thus, organization development is necessary in order for the organization can adapt in this fast pace …show more content…

Direct financial compensation refers to pay for the employee in the form of salaries, commissions, and bonuses (Mondy & Mondy, 2012). Indirect financial compensation is all the financial rewards or benefits for the employee but do not included direct financial compensation (Mondy & Mondy, 2012). There are two categories in indirect financial compensation which are legally required benefits, discretionary benefits. An example for legally required benefit is worker’s compensation. Worker’s compensation is an expense that employer must pay for employee who is injured on the job (Mondy & Mondy, 2012). An example of discretionary benefit is health insurance. Health insurance refers to an insurance provided by the company to the employee to cover for medical

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