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Fungsi utama yang terlibat dalam perencanaan sumber daya manusia adalah<\/p>\n\n\n\n

meramalkan kebutuhan sumber daya manusia;<\/li>
analisis pekerjaan, yang menentukan tugas yang melibatkan posisi pekerjaan dan kredensial yang diperlukan untuk memenuhi syarat untuk posisi tersebut; dan<\/li>
perekrutan, yang melibatkan penyaringan pelamar dan memutuskan siapa yang akan dipekerjakan.<\/li><\/ol>\n\n\n\n
Saat merekrut, manajer harus memastikan bahwa mereka memberikan kesempatan yang sama kepada semua pelamar.
Beberapa perusahaan yang sangat terkenal telah membuat banyak kemajuan dalam mencapai keragaman dalam beberapa tahun terakhir. Keragaman dapat menguntungkan perusahaan karena dapat mendorong inovasi, memungkinkan sudut pandang yang berbeda, dan sebagian besar karyawan yang memenuhi syarat akan berasal dari kelompok minoritas di masa depan.<\/p>\n\n\n\n
Paket kompensasi yang ditawarkan oleh perusahaan dapat mencakup gaji, opsi saham, komisi, bonus, bagi hasil, tunjangan karyawan, dan tunjangan.<\/p>\n\n\n\n
Setelah perusahaan mempekerjakan karyawan, mereka biasanya memberikan pelatihan untuk meningkatkan keterampilan teknis, keterampilan pengambilan keputusan, keterampilan layanan pelanggan, keterampilan keselamatan, dan keterampilan hubungan manusia.<\/p>\n\n\n\n
Kinerja karyawan dapat dievaluasi dengan membagi evaluasi ke dalam kriteria yang berbeda, memberikan peringkat evaluasi untuk setiap kriteria, dan membobot setiap kriteria. Peringkat kinerja keseluruhan adalah rata-rata tertimbang dari semua kriteria yang diberi peringkat.<\/p>\n\n\n\n
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