The functions of human resource management may be classified as under:
(i) Managerial function
(ii) Operative functions

(i) Human resource is the only factor of production that lives.
(ii) Human resources created all other resources.

Universally relevant :
Human Resource Management has universal relevance.
Goal Oriented :
The accomplishment of organizational goals is made possible through best utilization of human resource is an organization.

(i) The organisation recruits, selects and utilises high quality human resource the sustainability remains a question.
(ii) In order to accomplish personal and organisational objectives the unique asset called human resource.

According to Dale Yoder human resource management as ''the effective process of planning and directing the application, development and utilisation of human resources in employment''.

The functions of human resource management may be classified as:
(i) Managerial function
(ii) Operative function
(i) Managerial function:
Planning
Directing
Organising
Controlling
(ii) Operative function:
(i) Procurement
(ii) Compensation
(iii) Integration
(iv) Development
(v) Retention
(vi) Maintenance

The vital resource namely human resource is significant because of the following reasons:
(i) It is only through human resource all other resources are effectively used
(ii) Industrial relations depend on human resource.
(iii) Human relations is possible only through human resource
(iv) Human resource manages all other factors of production
(v) Human resource can be utilised at all levels of management
(vi) Human resources are well protected by legislative frameworks.

The unique, peculiar and distinctive features of human resources are as under :
(i) Human resource is the only factor of production that lives.
(ii) Human resource created all other resources.
(iii) It is only the labour of employees that is hired and not the employee himself.
(iv) Human resource exhibits innovation and creativity.

In the words of E.F.L. Breach, HRM as that part of management process which is primarily concerned with the human constituents of an organisation.

The following are the characteristics of human resource management:
(i) Universally relevant: Human Resource Management has universal relevance. The approach. and style varies depending the nature of organisation structure and is applicable at all level.
(ii) Goal oriented: The accomplishment of organisational goals is made possible through best utilisation of human resource in an organisation.
(iii) A systematic approach: Human resource management lays emphasis on a systematic approach in managing the tasks performed by human resource of an organisation. The two sets of functions performed are managerial and operative functions.
(iv) It is all pervasive: Wherever there is existence of human resource the effective management of the available human resource is very important especially in functional areas.
(v) It is a continuous process: As long as there is human resource in the running of an organisation, the activities relating to managing human resource exists.
(vi) It is an integrative tool: The main idea behind managing the human resource is to motivate, participate and coordinate the available work force.
(vii) Focuses on development: Human resource management focuses on the development of manpower through training and development programmes.

The vital resource namely human resource is Significant because of the following reasons:
(i) It is only through human resource all other resources are effectively used.
(ii) The sustainable growth of an organisation depends on the important resource called human resource.
(iii) Industrial relations depend on human resource.
(iv) Human relations is possible only through human resource.
(v) Human resource manages all other factors of production.
(vi) The skill sets of the human resources can be improved through training and development programmes.
(vii) Human resource can be utilised at all levels of management.
(viii) Human resources are well protected by legislative frame works.

The operating functions of HRM are as follows:
(i) Procurement:
Acquisition deals with job analysis, human resource planning, recruitment, selection, placement, transfer and promotion.
(ii) Development:
Development includes performance appraisal, training, executive development, career planning and development, organisational development.
(iii) Compensation :
It deals with job evaluation, wage and salary administration, incentives, bonus, fringe benefits and social security schemes.
(iv) Retention:
This is made possible through health and safety, welfare, social security, job satisfaction and quality of work life.
(v) Integration:
It is concerned with those activities that aim to bring about reconciliation between personal interest and organisational interest.
(vi) Maintenance:
This encourages employees to work with job satisfaction, reducing labour turnover, accounting for human resource and carrying out audit and research.

The managerial functions are as follows:
(i) Planning:
Planning is deciding in advance, what to do, how to do and who is to do it.
It bridges the gap between where we are and where we want to go.
It helps in the systematic operation of business.
(ii) Organising:
It includes division of work among employees by assigning each employee their duties, delegation of authority as required and creation of accountability to make employees responsible.
(iii) Directing:
It involves issue of orders and instructions along with supervision, guidance and motivation to get the best out of employees.
This reduces waste of time, energy and money and early attainment of organisational objectives.
(iv) Controlling :
The control process includes fixing of standards, measuring actual performance, comparing actual with standard laid down, measuring deviations, and taking corrective actions.
This is made possible through observation, supervision, reports, records and audit.