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.

	Human Resources	Human Resource Management
1.	In an organisation the human resource are the employees who are inevitable for the survival and success of the enterprise.	1. Human Resource Management is a function of management concerned with hiring, motivating and maintaining people in an organisation.
2.	Human resource created all other resource.	2. It focuses on people in an organisation.

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 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.

1. In order to accomplish personal and organisational objectives the unique asset called human resource.
2. The branch of management that deals with managing human resource is known as Human Resource Management.
3. In an organisation the human resource are the employees who are inevitable for the survival and success of the enterprise.
4. It incudes the overall progress of the employee and the enterprise

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.

(i) To identify manpower needs :
Determination of manpower needs in an organisation is very important as it is a form of investment.The number ofmen required are to be identified accurately to optimise the  cost.
(ii) To incorporate change :
Change is constant in any organisation and this change has to be introduced in such a way that the human resource management acts as an agent to make the change effective.
(iii) To ensure the correct requirement of manpower :
At any time the organisation should not suffer from shortage or surplus manpower which is made possible through human resource management. 
(iv) To select right man for right job :
Human resource management ensures the right talent available for the right job, so that no employee is either under qualified or over qualified.
(v) To update the skill and knowledge :
Managing human resource plays a significant role in the process ofemployee skill and knowledge enhancement to enable the employees to remain up to date through training and development programmes.

The characteristics of Human Resource :
(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.
(v) Human resource alone can think, act analyse and interpret.
(vi) Human resources are emotional beings.