Human resources can be defined as a set of processes such as planning, organization, guidance, and control of all aspects that relate to individuals in order to confirm that employees are an important origin of the assets of the company in which they work, which must be managed effectively to achieve success, and human resources contribute to achieving goals that contribute to the development of work such as training, development, employment, and enhancing relationships between employees.

What are the functions of human resources?

There are many human resources functions, and the following is a statement:

1- Planning

This process is carried out by setting policies and procedures to achieve the goals of the institution, including the ability to provide the institution with the appropriate employees when needed in a timely manner, in addition to studying the previous case, expecting future changes, and preparing expected alternatives. There are many goals of human resources planning, and the following mention of the most important:

Assisting work organizations in identifying employees’ critical points
Achieving a balance between supply and demand for human resources.
Get rid of the surplus and fill the deficit.
Planning the job future of employees, including training, transportation, and promotion activities.
Facing technical, technical, and social possibilities.
Estimating the costs of human resources and preparing their budgets.

2- Employment

This task includes managing employees within the company to effectively benefit from them as the primary resource for any institution, as well as developing a job description, such as publishing job ads, conducting interviews, selecting salaries, submitting a job offer, and is also concerned with attracting employes.

3- Training and development

This process is done through programs used by institutions to help workers gain appropriate effectiveness and efficiency, in order to make employees more advanced in the fields of their specialization as required by the company and develop their capabilities to perform the expected duties of them in a satisfactory and correct way, in addition to paying attention to planning and following up on employees’ affairs. This leads to providing appropriate programs for the special needs of the institution, in addition to providing observations and feedback to the administration and the evaluation of employees.

4- Work analysis and design

This process is carried out by describing the nature of the work, determining its requirements, such as qualifications, skills, and work experience, and making decisions regarding the content of the job and methods that must be used in its implementation, such as technologies, systems, and procedures, in addition to the relationships that must exist between the employer, presidents, subordinates, and colleagues.

5- Compensation

Where compensation is one of the important functions of human resources, and this is done by setting a wage system, incentives, and vacations in addition to rewards, in order to achieve job security and safety for workers, and to contribute to raising their morale and supporting them to contribute to increasing productivity, in addition to negotiating the health insurance prices for employees and the available retirement plans by ensuring commitment to the laws established.

6- Selection and appointment

It is the process of selecting the best candidates for the job and whoever has the ingredients and requirements of job filling in accordance with certain criteria and characteristics. This is with the aim of obtaining high levels of performance, and the administration is interested in searching for workers in the labor market and choosing the right person based on the availability of the required conditions, such as his scientific qualifications, personal attributes, and practical experiences, and this is done through employment requests and personal interviews to put the appropriate individual in the right place.

7- The end of service and the final settlement

It is a task that depends on making decisions about ending the service of an employee, whether by separation, resignation, non-renewal of appointment, or reaching the legal age.

8- Performance evaluation

The periodic evaluation of the performance of workers is done. This is to know the extent of the development or decline in the performance of employees and to know and treat the causes of the defect, knowing that this process is important for human resources because it shows the accuracy of the programs and helps in raising the productive efficiency of the institution by identifying obstacles to work and identifying the shortcomings in the performance of the individual, in addition to knowing the strengths to develop them and weaknesses to avoid and solve them.

9- Providing safety and stability within the institution

This is done by providing care for employees within the institution and protecting them from risks, whether these are concrete ones related to work such as injuries, accidents, and disasters or moral ones such as job safety, retirement rights, and preserving the dignity of employees. It also includes providing the appropriate environment for the employee, such as health, social, cultural, and recreational care.

10- Enhancing relationships between employees

This is done by describing employee relationships, company culture, rules, and procedures. This is done to address the issues related to the problems that may arise between employees, maintain an equal distribution of opportunities among them to ensure their sufficiency, and enhance positive relations among them, which positively affect the productivity and performance levels of employees.

What are the functions of human resources?