Editing Human resource management (section)

===Functions of Human resource management===

# '''Staffing:''' The process of the recruitment and selection of employees through the use of interviews, applications and networking. Staffing involves two main factors. The first is to attract talented recruits who meet the organization's requirements, and doing so by using tools such as mass media; the second is to manage hiring resources. Managers can use hiring resources to exercise different strategies. 
# '''Training and Development:'''It involves a continuous process of training and developing competent and adapted employees. Here, motivation is seen as key to keeping employees highly productive. This includes employee benefits, performance appraisals, and rewards. Employee benefits, appraisals, and rewards are all encouragements to bring forward the best employees.
# '''Maintenance:''' involves keeping the employees' commitment and loyalty to the organization. Managing for employee retention involves strategic actions to keep employees motivated and focused so they remain employed and fully productive for the benefit of the organization.<ref>{{Cite web|date=2019-02-26|title=Managing for Employee Retention|url=https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingforemployeeretention.aspx|access-date=2020-10-12|website=SHRM|language=en-US|archive-date=2021-08-16|archive-url=https://web.archive.org/web/20210816182432/https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingforemployeeretention.aspx|url-status=dead}}</ref> Some businesses [[globalization|globalize]] and form more diverse teams. HR departments have the role of making sure that these teams can function and that people can communicate across cultures and across borders. The discipline may also engage in mobility management, especially for [[expatriate]]s; and it is frequently involved in the [[merger and acquisition]] process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk.<ref>{{cite web |first=David |last=Towers |url=http://www.towers.fr/essays/hrm.html |title=Human Resource Management essays |access-date=2007-10-17 |archive-date=2010-06-20 |archive-url=https://web.archive.org/web/20100620031940/http://www.towers.fr/essays/hrm.html |url-status=dead }}</ref>

'''Other Activities''':
* '''Talent Acquisition:''' focuses on the long-term strategic planning required to identify, attract, and hire the top talent necessary to meet the organization's needs.
* '''Talent Recruitment:''' involves identifying, attracting, and hiring suitable candidates to fulfill specific job openings and meet business needs.<ref>{{Cite book |last=Storey |first=John |url=https://www.taylorfrancis.com/books/edit/10.4324/9781315740560/new-perspectives-human-resource-management-routledge-revivals-john-storey |title=New Perspectives on Human Resource Management (Routledge Revivals) |year=2014 |doi=10.4324/9781315740560|isbn=9781315740560 }}</ref>
* '''Talent Management:''' helps organizations identify key positions vital for long-term success, develop a pool of high-potential employees to fill these roles, and establish a framework for managing performance, developing leaders, retaining talent, and fostering organizational commitment.<ref>{{Cite journal |last1=Collings |first1=David G. |last2=Mellahi |first2=Kamel |year=2009 |title=Strategic talent management: A review and research agenda |url=https://linkinghub.elsevier.com/retrieve/pii/S1053482209000461 |journal=Human Resource Management Review |language=en |volume=19 |issue=4 |pages=304–313 |doi=10.1016/j.hrmr.2009.04.001|hdl=10379/683 |hdl-access=free }}</ref>
* '''Compensation and Benefits:''' design competitive compensation and benefits packages to attract and retain talent.
* '''Employee Relations:''' manage employee relations issues, such as conflict resolution, employee grievances, and workplace investigations.
* '''Training and Development:''' develop and implement training programs and professional development opportunities for their employees.<ref>{{Cite journal |last1=Ulrich |first1=Dave |last2=Younger |first2=Jon |last3=Brockbank |first3=Wayne |date=September 2008 |title=The twenty-first-century HR organization |url=https://onlinelibrary.wiley.com/doi/10.1002/hrm.20247 |journal=Human Resource Management |language=en |volume=47 |issue=4 |pages=829–850 |doi=10.1002/hrm.20247|hdl=2027.42/61309 |hdl-access=free }}</ref>
* '''Performance Management:''' a systematic process focused on enhancing organizational effectiveness by designing [[human resource metrics]] and implementing performance management systems. This approach provides employees with clear feedback on their performance outcomes and areas for improvement, ensuring active engagement that aligns with and supports the organization’s tactical and strategic goals.
* '''Legal Compliance:'''  ensure that organizations are compliant with labor laws and regulations, including employment standards, workplace safety, and anti-discrimination policies.

In [[startup company|startup companies]], trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional [[leadership]] engaging in strategic decision-making across the [[business]]. To train practitioners for the [[profession]], institutions of higher education, [[professional association]]s, and companies have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations may produce field-specific publications. HR is also a field of research study that is popular within the fields of management and [[industrial/organizational psychology]].One of the important goal of HRM is establishing with the notion of ''unitarism'' (seeing a company as a cohesive whole, in which both employers and employees should work together for a common good) and securing a long-term partnership of employees and employers with common interests.<ref>[https://books.google.com/books?id=NREHDmHdXpAC&pg=PA20 Sonia Bendix (2000 ): The Basics of Labour Relations, p. 20.]</ref>