The document outlines the key functions of human resource management (HRM). It discusses both the managerial functions of HRM including planning, organizing, directing, and controlling as well as the operative functions such as staffing, development, compensation, and maintenance. Under operative functions, it provides further details on activities like recruitment, selection, training, performance appraisal, benefits administration, and employee welfare. It also notes emerging issues in HRM like HR audit, HR accounting, and international HRM.

3. FunctionsProf.Sujeesha RaoFunctions of HRM include:Facilitating the retention of skilled and competent employees Building the competencies by facilitating continuous learning and development Developing practices that foster team work and flexibility

4. Making the employees feel that they are valued and rewarded for their contribution Developing management practices that endanger high commitment Facilitating management of work force diversity and availability of equal opportunities to all.

5. Functions of HRProf.Sujeesha RaoMANAGERIAL FUNCTIONSPlanning Organising Directing ControllingOPERATIVE FUNCTIONSStaffing Development Compensation Motivation Maintenance Integration Emerging Issues

6. Operative functions of HRProf.Sujeesha RaoJob analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility STAFFINGCompetency profiling, Training and development, Performance & potential management, Career management, 360 degree feedbackDEVELOPMENTJob design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefitsCOMPENSATION & MOTIVATION

7. Functions of HRMManagerial functionsPlanning Organizing Directing Controlling Operative functionsEmploymentHuman resources development Compensation Human relations Industrial relations Emerging issues in HRM

8. Managerial Functions Planning – This function deals with determination of the future course of action to achieve. Planning of personnel today prevents crisis tomorrow .Organizing –This function is concerned with proper grouping and assigning of personnel activities and delegation of authority.Directing –This function involves supervising and guiding the personnelControlling – this function is concerned with measuring employee’s performance & correcting deviations

9. Operative Functions 1StaffingHuman Resource Management DevelopmentEmployee and Labor RelationsCompensation and BenefitsMaintenance

10. Staffing or Procurement Job Analysis Human resource planningRecruitment SelectionPlacementInduction & Orientation Internal Mobility

11. 2. DevelopmentTraining Executive Development Career planning and Development Human Resource Development

12. 3. Compensation Job evaluationWork schedulingPerformance appraisalCompensation administration (Wage & salary administration)Incentives & BenefitsBonus

13. 4.MaintenanceEmployee Health and SafetyEmployee Welfare Social security

14. 5.Employee and Labor relationsGrievance redressalDisciplineCollective bargaining Employee participation & Empowerment Trade unions Industrial Relations

15. 6. Emerging Issues HR Audit HR AccountingHRIS Stress and CounselingQWLHuman Resource ResearchIHRM

16. Role of HR manager Administrative roles Operational roles Strategic roles

17. Administrative roles Policy maker – formation of policies governing talent acquisition, retention, wage and salary administration, welfare activities, working conditions etcAdministrative expert – information processing and record keeping.Advisor- advising ,suggesting, and helping the line managers in discharging the responsibilities .

18. House keeper – manages the show by recruiting , pre-employment testing , reference checking ,time keeping etc..Counselor – problems related to professional and personal life will be addressed Welfare officer-provides and maintains hospitals , canteens, crèches , educational institutes, clubs, libraries etc…Legal consultant- plays a role of grievance handling, settling of disputes, disciplinary cases , collective bargaining etc..

19. Operational roles Recruiter – Talent acquisition Trainer – Helps in enhancing knowledge and skills .Coordinator – linking pin between various departments of an organization.Conflict handler

20. Strategic roles Change agent – HR manager helps to replace Resistance with resolve Planning with results Fear of change with excitement Strategic partner – Strategy formulation and strategy implementation .

21. Qualities And Qualification of HR Manager QualitiesPersonal attributes– initiative, maturity in judgment, analytical ability ,intellectual integrity, knowledge of labour laws , understanding of human behaviour and human needs .Intelligence – skills to communicate , articulate, moderate , command over language , tact in dealing with people etc..

22. Education skills Discriminating skills Executing skills 2. Experience and training 3. Professional attitudes – HR manager must be able to combine social justice with a warm personal interest in people which must be secured by commonsense, compassion and integrity.

23. Qualifications Degree from recognized university .PG Degree / Diploma in HRM ,HRD , Labour welfare, psychology, IRMBA with specialization in HR Knowledge of Local languageHR mastery – knowledge and understanding of areas such as staffing, development, appraisal, rewards, team building, communication etc…