PGESCo Human Resource Department formulates objectives, strategies and policies, which enable the provision of the skills and abilities of the employees needed to meet the requirements of an organization's overall objectives. In other words, it provides the framework which ensures that an organization’s people needs are met. The HR strategy is supported by information technology in the form of  Human  Resources   Information  Systems and workforce management systems. It performs the following functions:

• Recruitment - advertising for new employees and liaising with employment agencies.
• Selection - determining the best candidates from those who apply, arranging interviews, tests, and references.
• Promotion - running similar selection procedures to determine progression within the organization.
• Pay – the role of pay negotiation, determination and administration.
• Performance assessment - coordinating staff appraisal and counseling systems to evaluate individual employee performance.
• Grading structures - as a basis for pay or development, comparing the relative difficulty and importance of functions.
• Training and development - co-coordinating and delivering programs to fit people for the roles required by the organization now and in the future.
• Welfare - providing and liaising with specialists in a staff care or counseling role for people with personal or domestic problems affecting their work.
• Employee Relations - handling disputes, grievances and industrial action.
• Dismissal - on an individual basis as a result of failure to meet requirements or as part of a redundancy or downsizing, perhaps involving large numbers of people.
• Personnel administration - record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax