One of the critical HR management responsibilities covers OH&S. Most people associate OH&S with factories or businesses that have a manual labour component. This is a false assumption as OH&S in a clerical environment is just as important.

HR management is becoming more pre-occupied with stress-related injuries. These can best be addressed using OH&S practices. This can include providing free information sessions to employees about how to cope with stress and making their working environment more friendly. OH&S also incorporates other HR management issues, for example, a return to work facility and an officer whose duty is to ensure employees returning to work from stress-related or work-related injuries are given the correct attention and duties to re-integrate them back into the workforce.

A fairly common HR management activity used by organisations to monitor how employees are performing based on predetermined criteria. This can also be used for other HR management development activities, for example, succession planning. Performance reviews are normally conducted every 6 months with both parties (manager and reportee) completing separate evaluations before sitting down to achieve consensus on actual performance. A performance review should cover all tasks and actions agreed to from the previous review and set new ones for the next period of time. Both parties should accept tasks or actions in order to achieve the employee's goals for the next period.

Whilst today much recruitment is handled via a recruitment company, or via Internet advertising, HR management remains responsible for the final candidate selection, contractual negotiation and placement in work.