Human resource management is a way that a company or any other firm can use to manage its staff; in fact this aspect of organization has been identified as an academic theory of business functions which identifies workers or employees as resources with changing needs and ambitions. Workers are not just like other business resources like machinery, transport and raw materials as people ability to work depends on knowledge, training, and the processes set in place.
The 21st century is a critical period in the growth of business departments especially the information and communications departments and the human resources departments as these have become every critical for the development of any organization (Fisher & Ashkanasy 2000). The following are major functions of the human resource department as identified many organizations with well developed department divisions;
Human resource planning (keeping workers records, forecasting, career modelling and succession planning); employment (recruitment, training, selection, testing and orientation); training and development (primary and advanced skills training, devising working programs); labour relation (solving employee concerns, monitoring morale, labour management programs); compensation ( incentives, analyses of job performance, salary surveys and performance reviews); workforce benefits ( administration of policy, health insurance, designing vacation and sick benefits schemes) (Fisher & Ashkanasy 2000); safety (making sure that the workplace complies with safety regulations like Occupational Safety and Heath Act, supervising security, carrying out possible accident investigations, and evaluation of the physical environment); discipline ( policy formulation and coordination, conduction of disciplinary measures); and personnel research (conducting opinion surveys, carrying out the Human resource audits, and analyzing work related statistics as well as publishing it) (Huczynski & Buchanan 2001).
The above functions can be discussed in different ways especially considering the main functions. Execution of strategy by enhancing the planning of business of organizations performance in boardrooms and transferring this into market place. It's evident that most organizations are striving to produce more and better product, enhance service delivery and to ensure that the firm adapts to the continuous transformations in the business world. The achievement of all these relies on the workforce of the company; a resource that have come to be identifies as a major differentiator in a fast growing knowledge motivated business environment (Huczynski & Buchanan 2001). The human resource does a very important responsibility in achieving this by ensuring the correct policies, strategies, and better processes of decision making. Human resource management recruits, and selects the correct people with relevant skills so as to ensure that the organizations objectives are met without jeopardizing individual ambitions. Through such initiatives, the human resource management team is able to ascertain a clear perspective of the talent base of the organization and also establishes whether they have to recruit other people with certain capabilities or not. For instance where a firm makes its forecasts for the