According to Dale Yoder the scope of Human Resource Management is very wide. It consists of the following functions.
- Setting general and management policy for organizational relationships, and establishing and maintaining a suitable organization for leadership and co-operation.
- Collective bargaining, contract negotiation, contract administration and grievance handling.
- Staffing the organization, identifying, securing and positioning and grievance handling.
- Aiding in the self-development of employees at all levels providing opportunities for personal development and growth as well as for acquiring requisite skill and experience.
The institute of Personnel Management (IIPM) has
described the scope of Human Resource Management into the following
aspects:
The Labour or Personnel Aspects:
It is
concerned with manpower planning , recruitment, selection, placement,
induction, transfer, promotion, demotion, termination, training, and
development, lay off and retrenchment, wage and salary administration,
incentives, productivity, etc.
The Welfare
aspect:
This
aspect is concerned with the working conditions and amenities such as canteens,
restrooms, lunch rooms, housing, transportation, education, medical help, health
and safety, washing facilities, recreation and cultural facilities, etc.
The Industrial
Relating Aspect :
This
is concerned with the company’s relations with the employees. It includes
union-management relation, negotiating, collective bargaining, grievance
handling, disciplinary actions, participative management settlement of
industrial disputes, etc. All the above aspects are concerned with human
element in industry as distinct from the mechanical element. 
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