The final aspect of staffing is the selection process. Once the firm knows what type of employees they need, they will then form a group of potential employees and will analyze each one on their skills relevant to the job description. They will then "select" the best-qualified individual.
Another function of the human resource management system is human resource development. Human resource development "consists not only of training and development, but also individual career planning, development activities, and performance appraisal." (Mondy, 4).
Firms must provide proper training to employees to ensure everyone knows how to do their specific job. Individuals may have been trained in a similar job with a different company, but still needs to be trained by the new company. Every firm has their own way of doing things and their own expectations.
Every individual should set career goals and know how to achieve them. This notion is known as career planning. Firms also have certain goals they wish to achieve. To fulfill their goals, they must ensure that people with the proper qualifications are available when needed. Individuals should communicate freely with their employers concerning their personal career plans. The employer will then, in turn, assist that employee in achieving their goals as well as the goals of the firm.
Compensation and benefits are another function of the human resource management system. Compensation includes all rewards employees receive during their employment. This includes their pay, benefits, and non-financial rewards. One's benefits may include paid vacation, sick pay, holidays, and medical insurance. Non-financial rewards can include enjoyment of the work itself and/or flexibility. .
A very important function of the human resource management system is safety and health. "Safety involves protecting employees from injuries caused by work-related accidents.