Most managers manage human resources, and some have questioned whether line managers in particular should be considered managers of human resources. This research considers the human resource function, the management function, and how line managers may manage human resources, as well.
Human resource management encompasses five main activities within an organization: staffing, development, employment relations, compensation and evaluation (Davidson 1998, p. 41). These activities are performed regardless of whether the organization in question is a private company or a public enterprise, a government agency or a non-profit group. Some of these activities may be combined, or may take different forms depending on the size and function of the overall organization, but each is a fundamental part of human resource management.
Staffing activities determine the composition of an organization's human resources. Issues here include determining the number of people required for the organization to achieve its goals and working with operations managers to determine the types of skills, abilities and experience required. Based on this information, the human resource professional can determine the best way and place to recruit individuals for specific jobs, and set up the criteria for making the selection.
Development is important to both employers and employees. Employers will sometimes spend significant amounts of money on training programs, either to teach existing employees new skills, or to improve their performance in their present jobs. Existing employees represent a strong asset for most organizations, and providing them with the development needed to keep them in the forefront of their profession is important to maintaining a competitive edge. Development is also important to employees because it offers them the opportunity to learn new skills and to advance to higher-level jobs that use those skills. Performance evaluatio...