Human Resource Management (HRM) is the function in an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization. As you can imagine, all of the processes and programs that are touched by people are part of the HR kingdom.

The HRM department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.

Many HR departments are solely responsible for organization development that generates the culture of the organization. They are charged with oversight responsibilities to ensure that their organization appropriately builds teams and inspires employee empowerment.  

Additional activities sponsored by HR management can include employee and community outreach. They are frequent mentors and members of employee teams that address philanthropic giving, employee engagement activities, and events that involve employee families.

HRM functions are  performed by line managers who are directly responsible for the engagement, contribution, and productivity of their reporting staff members. In a fully integrated talent management system, the managers play a significant role in and take ownership responsibility for the recruitment process. They are also responsible for the ongoing development of and retention of superior employees.

Organizations also perform HRM functions and tasks by outsourcing several components to outside suppliers and vendors. The tasks that are most frequently outsourced are those that take HR time and energy away from the HR activities that provide the most strategic value to the company.

This outsourcing most frequently involves payroll functions, but vendors and external consultants can help an organization with HRM in many ways.

Specifically, many HR departments outsource background checking, benefits administration, training such as sexual harassment training, temporary staffing, and the production of employee handbooks, policy manuals, and affirmative action plans. HRM is the organizational function that provides leadership and advice for dealing with all issues related to the people in an organization. HRM, as such, deals with compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. 

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's objectives and goals.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced.

The HRM function is now expected to add value to the strategic utilization of employees and to make sure that employee programs recommended and implemented impact the business in positive ways.