Building an effective HRM function entails establishing several fundamental “building blocks” that shape how employees are recruited, trained, motivated, and retained. As presented in Fundamentals of Human Resource Management by DeCenzo, Robbins, and Verhulst, these components can be categorized into four primary functions: staffing, training and development, motivation, and maintenance. Each of these interacts with—and is influenced by—external factors such as government legislation, labor unions, globalization, and broader management practices. Together, they form the basis for strategic, well-rounded human resource management.
1. Staffing
Staffing addresses the activities needed to ensure the organization has qualified employees in the right positions. It typically includes:
- Strategic human resource planning: Identifying future talent needs based on organizational goals and strategy. HR professionals work with executives to predict the types and numbers of employees required (e.g., planning for specialized skill sets or expansions into new markets) .
- Recruiting: Attracting potential hires through internal and external channels. Recruiting strategies must align with organizational goals—for instance, a cost-focused strategy might emphasize local, flexible hires, while a differentiation strategy might require specialized, highly skilled candidates.
- Selection: Using valid and reliable methods to evaluate applicants, such as interviews, tests, or performance simulations, and choosing the best candidates for each role. The aim is to match individual capabilities to specific job requirements .
A key outcome of the staffing function is ensuring a strong fit between employees and the organization. When positions are staffed by individuals aligned with the firm’s needs and values, the foundation is set for effective workforce performance.
2. Training and Development
Once hired, employees must be oriented, trained, and continuously developed. Training and Development functions include:
- Orientation: Introducing new employees to organizational policies, culture, and expectations. A thorough orientation helps new hires adapt more quickly to their roles.
- Employee training: Providing the knowledge and skills needed for employees’ current responsibilities. For instance, training may cover new technologies, software, or customer-service practices.
- Employee development: Preparing employees for future roles by broadening their skill sets. This may include leadership training or mentorship programs.
- Career development: Helping employees plan their long-term career path in line with organizational opportunities. Effective career development aligns individual aspirations with organizational talent needs .
The goal is to keep employees’ skills up-to-date and enhance their adaptability. In a global environment—where products, markets, and technologies shift rapidly—training and development are critical to sustaining a competitive advantage .
3. Motivation
Motivation refers to the set of processes that stimulate employees to high performance and commitment. It includes:
- Job design and motivation theories: Structuring jobs to be engaging and meaningful, alongside understanding what drives people—such as recognition, achievement, or autonomy.
- Performance appraisals: Providing feedback on employees’ work. When done well, performance reviews can clarify expectations, recognize achievements, and identify areas for improvement.
- Compensation and incentives: Offering fair pay, bonuses, and other rewards that align with the organization’s strategy. Whether through base wages, performance bonuses, or profit-sharing, compensation can inspire employees to excel.
- Employee benefits: Ranging from health insurance to flexible schedules, these benefits support work–life balance and reinforce the employee’s bond with the organization .
Well-designed motivation systems can lead to greater employee engagement and retention, which is especially important for maintaining a stable, productive workforce.
4. Maintenance
The maintenance function of HRM focuses on preserving employees’ well-being and commitment. It involves:
- Safety and health: Ensuring workplace conditions comply with safety standards (e.g., OSHA in the United States) and supporting broader wellness initiatives (e.g., Employee Assistance Programs).
- Employee communications: Keeping open lines of communication so that employees understand organizational changes, can share feedback, and feel heard in policy decisions.
- Employee relations: Addressing issues such as conflicts, grievances, and disciplinary matters in a fair and consistent manner. Effective employee-relations policies foster trust and loyalty .
By maintaining a safe, fair, and engaging environment, HR ensures employees remain satisfied and committed to organizational goals.
External Influences on the Building Blocks
Beyond the four core functions, external factors shape how HRM executes these building blocks:
- Government legislation: Compliance with labor laws (e.g., Title VII, ADA, FLSA) influences recruiting, benefits, safety, and termination practices.
- Unions: Labor unions may require collective bargaining agreements that affect wages, benefits, and disciplinary procedures.
- Globalization: Operating internationally requires understanding local labor markets, laws, and cultural norms, as well as sending employees abroad.
- Management practices: New ideas like continuous improvement or work teams can significantly influence HRM’s approach to employee training, performance management, and organizational design .
Conclusion
Taken together, these four building blocks—staffing, training and development, motivation, and maintenance—encompass the core activities of HRM. By integrating them with organizational strategy and adapting to external forces, HR professionals help ensure their organizations attract, retain, and develop the right people. Effective deployment of these building blocks can become a source of competitive advantage, as a skilled and motivated workforce is essential to achieving organizational goals .