HR management development must ensure that all people are given the opportunity to apply for positions regardless of colour, creed, age or sexual orientation. Also EEO is used to stop discrimination in the workplace. Most companies will have a nominated HR management development EEO officer or manager who is responsible for policing EEO policy and taking the correct legal action if a breach occurs. Employment agreements should contain an EEO component to cement the company's position on these matters. Sexual harassment also falls under the EEO umbrella. A breach of EEO policy can result in instant dismissal without industrial relations implications.

Offered to employees who have resigned from their positions as a means of discovering what has led them to making this decision, thereby enabling assessment of HR management practises. Normally exit interviews are not performed by the employee's immediate manager so as to give the exiting employee a chance to speak candidly. It is also a good opportunity for HR management to confirm exit clauses from their employment contract (confidentiality etc).

With regard to employment, HR management development of Industrial Relations is predominantly involved in unfair dismissal claims or unfair treatment of current or ex-employees. Industrial relations have some rules when it comes to dismissing an employee, these include the recording of all warnings, either verbal or in writing. For HR management to be effective a dismissal interview needs to have a third person present to act as witness and verify that the employee fully understands the reason for their termination. Employment contracts are often referred to when resolving IR issues, so it is very important that HR management establishes employment contracts that clearly define the rules for termination or dismissal.

HR management is very much involved in performance matters. KPI's are used in conjunction with role or job descriptions and performance reviews to gauge how an employee is performing against pre-agreed targets. KPI's can be linked to remuneration as this gives the employee the ability to earn additional income by achieving certain goals within the parameters of their position or department. KPI's can also be used at a higher level e.g. department or company. Repeated failure to meet KPI's can also lead to the termination of the employee, however this would need to be spelt out quite clearly in the employees contract and job description and re-inforced during performance reviews.

Very similar to KPI's, but here HR management focuses on results rather than performance.