The document outlines several key functions of human resource management (HRM). Some of the main HRM functions discussed include: conducting job analyses and planning labor needs, selecting and recruiting job candidates, orienting and training new employees, managing compensation and benefits, appraising performance, and ensuring equal opportunity and a safe work environment. Additionally, the document discusses some of the core HRM activities such as organizational design, planning, recruitment and selection, training and development, performance management, and compensation. It emphasizes the importance of HRM in avoiding mistakes like hiring the wrong employees, experiencing high turnover, and unfair practices.

1. Functions of HRM
 Conducting job analyses (determining the nature of each
employee's job) Planning labor needs and recruiting job
candidates
 Selecting job candidates
 Orienting and training new employees
 Managing Wages and Salaries (how to compensate employees)
Providing incentives and benefits
 Appraising performance and Communicating (interviewing,
counseling, disciplining)

2. Functions of HRM (Cont.)
 Training and developing
 Building employee commitment
 Equal opportunity and affirmative action
 Employee health and safety
 Grievances and labor relations

3. WHAT ARE THE HRM ACTIVITIES?
 Organizational, work, and job design
 Planning
 Recruitment and Selection
 Training and Development
 Performance Management
 Compensation
 Occupational health and safety
 Employee and labour relations

4. Importance of HRM functions
As managers none of us would like to make the following mistakes.
– To hire the wrong person for the job
– To experience high turnover
– To find our people not doing their best
– To waste time with countless and useless interviews
– To have our company sued for our discriminatory actions.

5. Importance of HRM functions (Cont.)
– To be quoted under bad example of unsafe practices
– To have some of your employees think their salaries are
unfair and inequitable relative to others in the organization
– To allow a lack of training to undermine your department's
effectiveness
– To commit any unfair labor practices

7. Personnel Management
Standard definition given by experts of
personnel management
“ It is that phase of management which deals with
the effective control and use of manpower as
distinguished from other sources of power.”

8. Personnel Functions
1. The procurement function- obtaining of a proper kind and number of
personnel necessary to accomplish an organization’s goals
2. The development function- personnel development of employees,
training
3. The compensating function- securing adequate and equitable
remuneration to personnel
4. The Integration function- an “integration” of human resources with
organization through job enlargement, job evaluation, variable
compensation plans, disciplinary action programme’s.
5. The maintenance function- maintaining the physical conditions of
employees (health and safety measures) and employee service
programmes

9. PM vs HRM
There are two school of opinions prevailing
between the difference between both.
Some experts assert that there is no difference
between human resources and personnel
management. They state that the two terms can
be used interchangeably, with no difference in
meaning.
For those who recognize a difference between
personnel management and human resources,
the difference can be described as
philosophical.

10. Definition
 Personnel Management - Personnel Management is basically
an administrative record-keeping function, at the operational
level. Personnel Management attempts to maintain fair terms
and conditions of employment, while at the same time,
efficiently managing personnel activities for individual
departments etc. It is assumed that the outcomes from
providing justice and achieving efficiency in the management of
personnel activities will result ultimately in achieving
organizational success.
 Human Resource Development - Human resource
management is concerned with the development and
implementation of people strategies, which are integrated with
corporate strategies, and ensures that the culture, values and
structure of the organization, and the quality, motivation and
commitment of its members contribute fully to the achievement
of its goals.

11. Main Differences between
Personnel Management and HRM
 Personnel management is workforce centered, directed mainly at the
organization’s employees; such as finding and training them, arranging
for them to be paid, explaining management’s expectations, justifying
management’s actions etc. While on the other hand, HRM is resource
–centered, directed mainly at management, in terms of devolving the
responsibility of HRM to line management, management development
etc.
 Personnel Management is basically an operational function,
concerned primarily with carrying out the day-to day people
management activities. While on the other hand, HRM is strategic in
nature, that is, being concerned with directly assisting an organization
to gain sustained competitive advantage.
 HRM is more proactive than Personnel Management. Whereas
personnel management is about the maintenance of personnel and
administrative systems,
 HRM is about the forecasting of organizational needs, the continual
monitoring and adjustment of personnel systems to meet current and
future requirements, and the management of change.

12. HUMAN RESOURCE DEVELOPMENT
“ Human resource development refers to the process
whereby the employees are continuously helped in a
planned way to
 Acquire or sharpen capabilities required to perform various tasks
associated with their present/future expected roles.
 Develop their general capabilities as individuals so that they are able
to discover and exploit their own inner potential for their own and/or
organizational development purpose.
 Develop an organizational work culture where: superior-subordinate
relationships, team work and collaboration among different units are
strong and contribute to the professional well-being, motivation and
pride.”

13. HRD vs HRM

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