Human resource management is concerned with hiring, motivating, and maintaining the workforce. It deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. The functions of HRM can be categorized as managerial functions like planning, organizing, directing, coordinating, and controlling or operative functions such as procurement, training, compensation, integration, and maintenance of employees. The overall goal is to ensure employee satisfaction and maximize their contribution to achieving organizational objectives.

1. FUNCTIONS OF
HUMAN RESOURCE
MANAGEMENT
Presented by– Savitha SethuRaj
Assistant Professor

2. Human Resource Management
• Concerned with hiring, motivating, and maintaining
workforce in an organization.
• Deals with issues related to employees such as
hiring, training, development, compensation,
motivation, communication, and administration.
• Ensures satisfaction of employees and maximum
contribution of employees to the achievement of
organizational objectives.

3. FUNCTION OF HRM
MANEGERIAL OPERATIVE

4. FUNCTIONS OF HRM
MANEGERIAL
 Planning
 Organizing
 Directing
 Co-ordinating
 Controlling
OPERATIVE
 Procurement
 Training And
Development
 Compensation
 Integration
 Maintenance
 Welfare Activities
 Personnel Records
 Promotion Transfer
And Termination
 Negotiation With
Trade Unions
 Miscellaneous

5. PLANNING
 Determination of human resource needs.
 Deciding the source of procurement of human resources.
 Determination of training needs of personnel for selecting
appropriate motivation techniques for inducing the
personnel to contribute maximum to accomplish desired
results.
 Sufficient number of qualified personnel is required for the
smooth functioning of an organization. Apart from this the
future requirements of Manpower should also be
determined properly.

6. ORGANISING
 Organising is the process of allocating task
among its members for achieving
organisational objectives.
 It specifies how the duties are to be divided
among the different departments and the
employees

7. DIRECTING
 Instructing,guiding and inspiring people in
the organisation to achieve its objectives.
 Direction includes supervision, motivation
leadership and communication.
 The personnel manager undertakes various
plans and policies to motivate employees.

8. CO-ORDINATION
• HRM department co-ordinates the task of
developing,interpreting and reviewing
personal programmes and policies related
to employees.

9. CONTROLLING
 Verifies whether everything occurs in the
organization according to plans.
 It involves the observation, comparison and
evaluation of the workers performance with
the predetermined standards.
 If variations are found corrective measures
are taken immediately.
 The personnel manager evaluates the
performance of personnel and formulates
future plans, policies, and programmes.

10. OPERATIVE FUNCTIONS
 Procurement
 Training And Development
 Compensation
 Integration
 Maintenance
 Welfare Activities
 Personnel Records
 Promotion Transfer And Termination
 Negotiation With Trade Unions
 Miscellaneous Functions

11. Procurement
 Procurement of sufficient number of competent
persons for performing business tasks.
 Training and development
Proper training should be given to employees
for increasing their skills and abilities.
 Compensation
The employees must get adequate and equitable
remuneration for the work done. Workers are
remunerated in 2 ways:
1. Monetary
2. Non Monetary

12. Integration
• HR manager should reconcile the interest of
workers with that of the organization.
• A sense of belonging is to be created among
employees.
• They should think that whatever may be done
for organization, it is for them also.
Maintenance
• workers should be provided with sanitation,
safety measures canteen etc.
• A pleasant work environment will increase
the motivation and morale of employees.

13. Welfare activities
• Provision of medical facilities
• Provide restaurants and other recreation
facilities
• Probation of restroom,counselling,canteen,
group insurance etc
Personnel records
• HR departments should keep sufficient records
relating to employees training, development,
achievement, transfer,promotion etc.
• It is also necessary to keep records relating to
personnel behaviour such as labour turnover
absenteeism etc of labour force.

14. Promotion,transfer and termination
• Personnel department should assist the
management to design suitable promotion policy,
policies regarding transfers and termination.
Negotiation with trade unions
• The HR department has to conduct negotiations
with labour unions and with other employer
representatives on matter of common interest.
Miscellaneous functions
• It helps in the establishment of an effective
communication system
• It will help to undertake research
• It assist line management to develop an effective
appraisal system.