This document discusses the key functions of human resource management including planning, organizing, directing, and controlling personnel. It outlines the managerial functions of recruitment, training and development, remuneration, motivation, and maintaining employee records. Finally, it mentions the importance of industrial relations and ensuring proper separation from employees when they leave the organization.

1. Submitted to: Submitted by:Mrs. Veerpal Kaur Pralabh JainLecturer in HRM CSE-2k74736DEPTT. OF COMPUTER SCIENCE ENGINEERING G.Z.S.C.E.T,BATHINDA(Estd. By Government of PUNJAB) HUMAN RESOURCE MANAGEMENT

2. Introduction 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.

5. Managerial Functions

6. PlanningPlanning 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.

7. OrganizingAfter objectives have been established and plans been developed then personnel manager must design and develop organisation structure to carry out various operations. Such as-Grouping of personnel activity

8. Assignment of different groups of activities to different individuals

9. Delegation according to task assigned

10. Co-ordination of activities of different individuals.DirectingThe directing function of the personnel manager involves encouraging people to work willingly and effectively for the goals of the orgainsation.

11. ControllingControlling helps to evaluate and control the performance of the department in terms of various operative functions.

12. Operative Functions

13. RecruitmentThe process by which a job vacancy is identified and potential employees are notified.The nature of the recruitment process is regulated and subject to employment law.Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

14. Training and DevelopmentProvides new skills for the employeeKeeps the employee up to date with changes in the fieldAims to improve efficiency

15. RemunerationConcern with determination and equitable remuneration of employees in the organisation to the goals.

16. Reward systemThe system of pay and benefits used by the firm to reward workersMoney not the only methodFringe benefitsFlexibility at workHolidays, etc.

17. MotivationTo 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.

18. Records and statisticsKeeps employee training recordsAchievement recordsTransfer and promotion recordsAbsenteeism and labour turnover records

19. Industrial relationsGood 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:(a) Workers (and their informal and formal groups, i. e. trade union, organizations and their representatives);(b) Employers (and their managers and formal organizations like trade and professional associations);(c) The government and legislation and government agencies.