Main functions of the Human Resources Management (HRM) system

The following are the main functions of the Human Resource Management (HRM) system, performed by both line managers and HR specialists.


“Organizational design” is a process of development of the organization, which ensures the implementation of all necessary functions, combines them in such a way as to promote integration and cooperation, and the organization that flexibly responds to change and contributes to the development of effective processes. communication and decision making.

Work planning – this is decided for specific positions, job responsibilities and powers, as well as the relationship of workers in a position and other associates.

Organizational development – this is a process of stimulating, planning and implementing programs aimed at increasing the level of effective functioning of the organization and the ability to respond flexibly to change.

Labor relations

Improving the quality of labor relations through the formation of an atmosphere of trust, development of a more favorable psychological climate.

Provision of resources

Human resource planning – the planning of future human resource needs in terms of quantity, qualifications and competence, the formulation and implementation of plans to meet these needs. Reference: “The Perception of Human Resource Management (HRM)“,

Hiring and selection – attracting the right number of people to meet the needs of the company.

Labor efficiency management

Achieving maximum results from the work of the company, teams and individual workers by managing efficiency and conducting certifications within the coordination of goals and needs of competencies; evaluating efficiency and increasing the level of productivity; identifying and meeting training and development needs.

Human resources development

Training at organizational and individual level – systematic development on the principle of the learning organization; providing an opportunity for training of workers and the development of their abilities, for career growth and raising the status of workers in the labor market.

Management development – providing managers with training opportunities and development of their abilities makes a significant contribution to achieving the company’s goals.

Career growth management – planning and development of people with the necessary potential.

Management of remuneration systems

Remuneration system – the development of the structure and system of remuneration based on equality, fairness and transparency.

Payment of personal contribution – remuneration based on effort, results obtained, level of competence and skills.

Non-financial remuneration – remuneration of workers with non-financial methods, such as recognition, increasing responsibilities and providing opportunities to achieve higher performance, as well as professional and personal growth.

Relationship system

Internal sectoral relations – managing and maintaining formal and informal relations with trade unions and their members.

Employee engagement and activity – giving employees the opportunity to express an opinion, providing them with information and consulting with them on issues of mutual interest.

Communications – the generation and transmission of information of interest to employees.