The importance of staffing cannot be exaggerated. It is the people within the organization who will eventually determine the health and viability of the organization. Providing AND retaining the proper people is an HR responsibility.
The concept of staff development is undergoing rapid transformation because of the change in organizational practices. No longer does staff development simply mean supplying a rigid type of orientation and periodic planned training. It is more likely to consist of setting up a mentor program with training for the mentors, as well as the new workers. Periodic training sessions may now mean assisting the employees in shifting from a more formal setting to a learning organization.
Managing compensation includes monitoring the competition's pay scales and benefit packages, as well as designing the pay scales. Benefit packages have radically changed from vacation time, health insurance, and sick days and now may include "cafeteria benefits," multiple health care options, compensation for learning and tuition reimbursement.
The employee/labor relations function of HR includes the provision of fair and equitable treatment for all employees and may also include labor relation activities such as contract negotiation and, in some cases, collective bargaining.
Maintenance of corporate culture is also part of the global functioning of human resources. It is in the management of human resources that the shaping of the criteria for promotion, disciplinary action, and firing are determined. Orientation and staff development are also human resource functions. It is within these functions that organizational culture is changed or maintained because these activities integrate the values and objectives of the organization.
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