The document discusses the functions of an HR manager which include managerial functions like planning, organizing, directing, coordinating, and controlling as well as operational functions such as procurement, development, compensation, integration, and maintenance. It notes that HR managers estimate manpower needs, recruit and place employees, develop existing staff through training, determine compensation, reconcile organizational and employee goals, and ensure employee health and welfare. The document also outlines the need for HR management in maintaining relations, commitment to change, and political philosophy as well as its importance at the professional, national, social, corporate, and individual levels.

1. MADE BY :
AAYUSHI PANDEY

2. FUNCTIONS OF HR MANAGER

3. MANAGERIAL FUNCTIONS
 1. PLANINING
 Planning as it is a process of thinking about things before they
happen and to make preparations in-advance to deal with them.
 Poor planning results in failure and effects overall system. Therefore
HR Mangers should be aware of when is right time to do things,
when things should be done and when things should not be done in
order to achieve goals and objectives of the organization.
 2. ORGANING
 HR managers should be well aware of organizing everything related
to human resource and organization as organizing is the process of
making and arranging everything in the proper manner in order to
avoid any confusion and conflicts.

4.  3. DIRECTING
 Directing refers to a process or technique of instructing, guiding,
inspiring, counselling, overseeing and leading people towards the
accomplishment of organizational goals
 4.CO- ORDIATING
 Coordination is balancing and keeping together the team by ensuring
suitable allocation of tasks to the various members and seeing that
the tasks are performed with the harmony among the members
themselves.
 Coordination is the function of management which ensures that
different departments and groups work in sync. Therefore, there is
unity of action among the employees, groups, and departments.
 5. CONTROLING
 Controlling is one of the important functions of a manager. In
order to seek planned results from the subordinates, a manager
needs to exercise effective control over the activities of the
subordinates.
 Controlling also ensures that an organization’s resources are
being used effectively & efficiently for the achievement of
predetermined goals.

5. OPERATIONAL FUNCTION
 1. PROCURMENT
 HR manager, estimates the manpower requirement in the
organization. He does so by using workforce and workload
analysis.
 In this function, they gets the right number of people and
assigns them the right job for the fulfillment of the objectives of
the organization. It consist of following items :
a) job analysis
b) human resource planning
c) recruitment
d) placement
e) transfer
f) induction
g) orientation

6.  2. DEVELOPMENT
 The company should upgrade or develop their existing employees
through the means of Training and Development. By this, they will be
able to develop their workers and cope with the rapidly changing
environment. It consist of some items are :
a) Performance appraisal
b) Training
c) Executive development
d) Career planning and development
 3. COMPENSATION
 Compensation is same for every level and quality of work for different
workers. There main focuses on the determination of adequate and
equitable remuneration of the employees. It consist of items are :
a) Job Evaluation
b) Wages and salary Administration
c)Bonus
d) Payroll

7.  4. INTEGRATION
 It is the process of reconciling the goals of the organisation with
those of its members . It consist items are :
a) motivation ( financial and non- financial )
b) job satisfaction
c)collective bargaining
d) conflict development
 5. MAINTAINCE
 It is concerned with protecting and promoting the physical and
mental health of employee . It consist items are :
a)health
b) safety
c) welfare scheme
d) conveyance facilities

8. NEED OF HRM
 Maintaining Cordial Relations
 Building Organisational Commitment
 Coping with change Environment
 Changing in Political Philosophy
 Increasing pressure on Employee
 Meeting requirement for Research and Development

9. IMPORTANCE OF HRM
 1. AT PROFESSIONAL LEVEL
 Forming the dignity of the employees as a ‘human-being’.
 Giving maximum opportunities to the development of individual.
 Giving healthy relationship between different workgroups so that
the work may be effectively performed.
 Enhancing the employee’s working skill and capacity.
 2. AT NATIONAL LEVEL
 Economic development of nation is dependent upon the skills,
attitudes, and values of its human resource.
 It aids to accelerate the process of economic growth.
 It assists to help in improving the standard of living and better
employment.

10.  3. AT SOCIAL LEVEL
 Forming a balance between the jobs available and the job
seekers, according to the qualifications and needs of the
organisational criteria.
 Giving the organisation suitable and the most productive
employment, which might bring to them psychological satisfaction.
 Utilising maximum resources in an effective manner and paying
the employee a reasonable compensation in proportion to the
contribution that has been made by him.
 4. AT CORPORATE LEVEL
 By utilizing all available human resources.
 By attracting as well as retaining requisite talent through the
following effective HR planning, recruitment, selection,
placement, orientation, compensation, and promotion
policies.
 By developing a requisite skills and correct attitude amongst
the employees through the proper training of employee,
development, performance appraisal and other schemes.

11.  5.AT INDIVIDUAL LEVEL
 Making right attitude among the employees
through effective motivation.
 Making effective use of effectively the available
human resources that are available.
 Tying willing cooperation of the employees for
achieving goals of the enterprise and fulfilling their
own social and other psychological needs of
recognition, love, affection, belongingness,
esteem and self-actualisation.