HRM
FUNCTIONS
Human Resource Management
• Utilization of individuals to
achieve organizational objectives
• All managers at every level must
concern themselves with human
resource management
Functions of HRM
• Managerial functions • Operative functions
a. Planning Employment
b. Organizing HRD
c. Directing Compensation
Human Relations
d. Controlling
Industrial relations
3
Managerial functions
• Planning:It involves planning of human resources,
requirements, recruitment, selection, training etc. It also
involves forecasting of personnel needs, changing values,
attitudes and behaviour of employees and their impact on
the organization.
• Organisation:. Complex relationships exist between the
specialized departments and the general departments as
many top managers are seeking the advice of the personnel
manager
• Directing: The basic function of personnel management at
any level is motivating, commanding, leading and activating
people. The willing and effective co-operation of employees
for the attainment of organizational goals is possible through
proper direction. Tapping the maximum potentialities of the
people is possible through motivation and command
• Controlling :Auditing training programs, analyzing labour
turnover records, directing morale surveys, conducting
separate interviews are some of the means of controlling the
personnel management function and making it effective.
•
Operative functions
• Employment: Employment is concerned with securing and employing
the people possessing the required kind and level of human resources
necessary to achieve the organizational objectives. It covers functions
such as job analysis, human resource planning, recruitment, selection,
placement, induction and internal mobility
• Human Resource Development: It is a process of improving,
molding and changing the skills, knowledge, creative ability, aptitude,
values, commitment etc., based on present and future job and
organizational requirements. It includes Performance Appraisal,
Training, Management Development, Career Planning and
Development, Internal Mobility, Transfer, Promotion, Demotion,
Change and Organisational Development.
• Compensation: It is a process of providing adequate, equitable and
fair remuneration to the employees. It includes job evaluation, wage
administration and salary administration, incentives, bonus, fringe
benefits, social security measures etc.
• Human relations is an rear of management in integrating people into
work situations in a away that motivates them to work together
productively co-operatively and with economic, psychological and
social satisfaction. It includes:
• Cordial relationship.
• Motivating the employees
• Boosting employee morale
• Developing the communication skills
• Redressing employee grievances properly and in time by means of a
well-formulated grievance procedure.
• Handling disciplinary cases by means of an established disciplinary
procedure.
• Counseling the employees in solving their personal, family and work
problems and releasing their stress. Strain and tensions.
• Improving quality of work life of employees through participation and
other means.
• Industrial Relations: Industrial relations refer to the study
of relations among employees, employer, government and
trade unions. Industrial relations include:
• Indian labour market
• Trade unionism
• Collective bargaining
• Industrial conflicts
• Worker’s participation in management and
• Quality circles
Who Performs Human
Resource Management Tasks?
• Human Resource Managers
• Line Managers and Supervisors
• HR Shared Service Centers
• Outsourcing
• Professional Employer Organizations
(Employee Leasing)
Traditional Human Resource Functions
in a Large Firm
President
and CEO
Vice President,
Vice President, Vice President, Vice President,
Human
Marketing Operations Finance
Resources
Manager, Manager, Manager,
Manager, Manager,
Training and Safety and Labor
Compensation Staffing
Development Health Relations
A Possible Evolving HR
Organization Example
President
and CEO
Vice
Director
Vice President, Vice Vice
of Safety
President, Strategic President, President,
and
Operations Human Finance Marketing
Health
Resources
Training & Compensation Staffing (more
Development (Shared Service involvement of Line
(Outsourced) Centers) Managers, etc)
Line function
line manager
A manager who is authorized to direct the work
of subordinates and responsible for
accomplishing the organization’s goals.
[Link] placing.
[Link] new employees.
[Link]-job training of employees.
[Link] company policies and procedures.
[Link] job appraisals.
[Link] labor costs.
[Link] protection and disciplines.
Staff function
staff manager
A manager who assists and advises line managers.
a.A line function: directing and managing people
in the HRM department.
b.A coordinating function: coordinating HRM
activities across the organization.
[Link] functions:
all HRM functions plus labor relations and
collective bargaining with the trade unions .
ROLE OF HR MANAGER
• The conscience role: A person who reminds the
management its morals & its obligations to its
employees.
• The counselor: solving various employee
problems.
• The mediator: Role of peace maker. settles the
disputes between employees & management.
• The spokes person: Representative of the
company.
• The problem Solver:
• The change agent: introduces changes in various
existing programs.
How HR Spends Its Time
•Figure 1–6
1–15
Employment and Recruiting—Who Handles It? (percentage
of all employers)
•Note: length of bars represents prevalence of activity among all surveyed employers.