hrm functions


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introduction to human resource management and its functions

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hrm functions

  1. 1. Submitted to: Submitted by:<br />Mrs. Veerpal Kaur Pralabh Jain<br />Lecturer in HRM CSE-2k7<br />4736<br />DEPTT. OF COMPUTER SCIENCE ENGINEERING<br /> G.Z.S.C.E.T,BATHINDA<br />(Estd. By Government of PUNJAB) <br />HUMAN RESOURCE MANAGEMENT<br />
  2. 2. Introduction<br /> Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.<br />
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  5. 5. Managerial Functions<br />
  6. 6. Planning<br />Planning is necessary to give the organization its goals and directions to establish best procedure to reach the goals. Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance.<br />
  7. 7. Organizing<br />After objectives have been established and plans been developed then personnel manager must design and develop organisation structure to carry out various operations. Such as-<br /><ul><li>Grouping of personnel activity
  8. 8. Assignment of different groups of activities to different individuals
  9. 9. Delegation according to task assigned
  10. 10. Co-ordination of activities of different individuals.</li></li></ul><li>Directing<br />The directing function of the personnel manager involves encouraging people to work willingly and effectively for the goals of the orgainsation.<br />
  11. 11. Controlling<br />Controlling helps to evaluate and control the performance of the department in terms of various operative functions.<br />
  12. 12. Operative Functions<br />
  13. 13. Recruitment<br />The process by which a job vacancy is identified and potential employees are notified.<br />The nature of the recruitment process is regulated and subject to employment law.<br />Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.<br />
  14. 14. Training and Development<br />Provides new skills for the employee<br />Keeps the employee up to date with changes in the field<br />Aims to improve efficiency<br />
  15. 15. Remuneration<br />Concern with determination and equitable remuneration of employees in the organisation to the goals.<br />
  16. 16. Reward system<br />The system of pay and benefits used by the firm to reward workers<br />Money not the only method<br />Fringe benefits<br />Flexibility at work<br />Holidays, etc.<br />
  17. 17. Motivation<br />To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise.<br />
  18. 18. Records and statistics<br />Keeps employee training records<br />Achievement records<br />Transfer and promotion records<br />Absenteeism and labour turnover records<br />
  19. 19. Industrial relations<br />Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between:<br />(a) Workers (and their informal and formal groups, i. e. trade union, organizations and their representatives);<br />(b) Employers (and their managers and formal organizations like trade and professional associations);<br />(c) The government and legislation and government agencies.<br />
  20. 20. Separation<br />Ensure the release of retirement benefits<br />Requirements of the employee<br />
  21. 21. Thank You<br />