HUMAN RESOURCE MANAGEMENT FUNCTION

1. HUMAN RESOURCE
MANAGEMENT
FUNCTIONS

2. HRM FUNCTIONS/ FUNCTIONS OF HRM
• The definition of HRM is based on what managers do.
• The functions performed by managers are common to all organizations. The
functions performed by managers are common to all organization.
• the functions performed by Human Resource Management may be classified into
two categories/classified into two categories Like:-
• Managerial functions & Operative functions.

5. MANAGERIAL FUNCTIONS

6. • Planning: management must be aware of the vacant positions or workforce
requirement of the organisation. Then, they need to formulate the strategies for
meeting the requirements.
• Organising: The manager has to establish a framework for the operative
functions, bringing together the human resources and physical resources
available with the organisation.
• Directing: Once the framework is ready, the manager instructs and guides the
team to work accordingly, to meet the organisational objective.
• Controlling: The management predefines the standard for performance, and later
analyses the results based on such criteria through performance appraisal and
job analysis. The management has to take corrective measures if necessary.

7. OPERATIVE FUNCTIONS

8. • Procurement: The acquisition of human resource is the primary function of a
manager. It involves the estimation of personnel requirement, recruitment and
selection of suitable candidates, placement and orientation of the workforce in
the right position.
• Development: To develop the required skills and talent within the employees, the
managers have to use various training techniques.
• Compensation: Compensation in the form of remuneration, given to employees
instead of their services to the organisation should be adequate and fair. The
employees are liable to get other benefits such as a bonus or incentives.
• Integration: making the new employees familiar with the organisation and to
their task or process. It introduces them to the organisational environment and
their colleagues.
• Maintenance: the retention of the employees which requires providing them
with various benefits and facilities like PF , life insurance, accidental insurance,
health insurance, pension, gratuity, allowances and taking other health and safety
measures.

9. PROCUREMENT:
• Job analysis:is a systematic process of determining the skill, duties and
knowledge required for performing job in an organisation. Two outcomes of job
analysis:
Job description :document providing information regarding tasks, duties and
responsibilities of a positions.
Job specification :contains the minimum required qualification to perform a
particular job
• Job design:process of determining the specific task to be performed, the method
used in performing these tasks, and how the job relates to other work in the
organisation

10. • HR Planning: process for determination and assuring that the organization will
have an adequate number of qualified persons, available at proper times,
performing jobs which would meet the needs of the organization and which
would provide satisfaction for the individuals involved.
• Recruitment: process of searching for prospective employees and stimulating
them to apply for jobs in an organization.
• Selection: process of ascertaining the qualifications, experiences, skills,
knowledge etc., of an applicant with a view to appraising his/her suitability to a
job.
• Placement: process of assigning the selected candidate with the most suitable
job in terms of job requirements. It is matching of employee specifications with
job requirements.
• Induction and orientation : Induction and orientation are the techniques by
which a new employee is rehabilitated in the changed surrounding and
introduced to the practices, policies, purposes and people etc., of the
organization.

11. • Transfer: the movement of an employee from one position to another position at
the same pay grade level or similar salary.
• Promotion: the movement of an employee from one position to another position
of a higher pay grade or salary. transfer an employee to a job that pays more
money or that enjoys some preferred status.
• Separation: cessation of service from the organization for one or more reasons.
The employee may be separated from HR payroll due to: Resignation ,Discharge
and Dismissal, Suspension and Retrenchment ,Lay off .
• Socialization: process of adaptation after entering the organization. Socialization
refers to the adaptation that takes place when an individual passes from outside
the organization to role of an inside member.

12. DEVELOPMENT:
• Performance: an act or process of staging or presenting a play, concert, or other
form of entertainment.
Example :
• Performance Appraisal: systematic evaluation of individuals with respect to
employee performance on the job and their potential for development.
• Training: process of imparting to the employees technical and operating skills and
knowledge.
• Executive development: the process of helping managers and executives gain
unique skills that can help improve their performance and prepare them for
future leadership roles within an organisation.

13. • Management development: process of designing and conducting suitable
executive development programme so as to develop the managerial and human
relations skill of employees.
• career planning and development: the planning of one's career and
implementation of career plans by means of education, training, job search and
acquisition of work experiences.
• Change: implies the creation of imbalances in the existing pattern or situation.
• Organizational development: planned process designed to improve
organizational effectiveness and health through modifications in individual and
group behavior, culture and systems of the organization using knowledge and
technology of applied behavioral sciences.

14. COMPENSATION:
• Job Evaluation: the process of determining relative worth of jobs
• Wage and Salary Administration: the process of developing and operating a
suitable wage and salary programme.
• Incentives: the process of formulating, administering and reviewing the schemes
of financial incentives in addition to regular payment of wages and salary
• Bonus: money given to someone as a reward for work or as encouragement,
includes payment of statutory bonus according to the Payment of Bonus Act,
1965 and its latest amendments.

15. • Fringe Benefits: various benefits at the fringe of the wage. Management provides
these benefits to motivate the employees and to meet their life's contingencies.
Example
Housing facilities.
Educational facilities to employees and children.
Canteen facilities.
Recreational facilities.
Conveyance facilities.
Credit facilities.
Legal clinics.
Medical, maternity and welfare facilities.
Company stores.
• Payroll:the compensation a business must pay to employees for a set period and
on a given date.

16. INTEGRATION:
• Motivation:the drive or inspiration that an individual has to perform at work
• Job Satisfaction: the level of contentment employees feel with their job.
• Grievance Redressal: primarily covers the receipt and processing of complaints
from citizens and consumers, a wider definition includes actions taken on any
issue raised by them to avail services more effectively.
• Collective Bargaining: process of negotiation between employers and a group of
employees aimed at agreements to regulate working salaries, working conditions,
benefits, and other aspects of workers' compensation and rights for workers.
• the process in which working people, through their unions, negotiate contracts
with their employers to determine their terms of employment, including pay,
benefits, hours, leave, job health and safety policies, ways to balance work and
family, and more.

17. • Conflict management: processes, tools, and skills to find creative and respectful
ways to manage disagreements and disputes. It includes the ability to resolve
conflict collaboratively through effective communication skills, such as active
listening and assertive speaking. Managing conflict is an art.
• Participation of employee: the process where employees are involved in the
decision-making processes, rather than simply acting on orders, and is a part of
the process of empowerment in the workplace
• Discipline: an approach used by management to modify undesirable
performance and behavior through the use of a corrective action process. At the
onset of any employee performance or conduct issues, supervisors are strongly
encouraged to contact Employee Relations staff for assistance.

18. MAINTENANCE:
• Social Security Measures: Managements provide social security to their
employees in addition to the fringe benefits.
• Health/Employee Well-being: The well-being of healthcare professionals directly
impacts patient care. creating a positive work environment, addressing employee
concerns, and implementing wellness programs to enhance the physical and
mental health of the staff.
• Safety/Workplace safety :process that seeks to eliminate or reduce risks of injury
or illness to employees. The chief aim of workplace safety is to protect an
organization's most valuable asset—its people

19. • Personal records: is kept so that policies and procedures can be developed and
reviewed. Personnel records provide complete information about all employees,
including their name, previous employment details, marital status, date of birth,
academic qualifications, professional qualifications, and so on.
• Personal research: the task of searching for, and analysing, facts to the end that
personnel problems may be solved or principles and laws governing their solution
derived.
• Personal audit: used to check, review and evaluate manpower management
programme for certain past period in the organization to facilitate control.
Personnel audit reveals facts such as high rate of absenteeism, employee
turnover, grievances problems in recruitment, selection policies, communication
policies etc.
• Welfare scheme: a term that encompasses a broad range of benefits and services
that an employer may offer to its employees. It can include things like health
insurance, dental insurance, vision insurance, life insurance, disability insurance,
401(k) plans, and paid time off.

20. THANK Q