Human Resources Management - Function of HRM
Functions - Function of HRM
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The functions performed by managers are common to all organization.
Functions
The functions performed by managers are common to all organization. Generally the functions performed by Human Resource Management may be classified into two categories. They are
1. Managerial Function
2. Operative Function
This involves predetermined course of action. In this process organizational goals and formulation of policies and programmes for achieving them are chalked out. A well thought out plan makes execution perfect and easy.
This is a process by which the structure and allocation of jobs are determined. Organising involves allocating each subordinate a specific task, establishing departments, delegating authority to subordinates,
This is a process by which managers select, train, promote and retire the subordinates. This involves deciding the type of people to be hired, recruiting prospective employees, selecting employees, setting performance standard, compensating employees, evaluating performance, counseling employees, training and developing employees.
Directing is the process of activating group efforts to achieve the desired goals.
This is the process of setting standards for performance, checking to see how the actual performance compares with these set standards and taking the needed corrective action.
The operating functions already outlined forms the entire gamut of day to day functions of HRM. These functions are explained through out the lesson material forming the syllabus of the year. As a result at this stage the elaboration of operational functions may be redundant.
Human Resource functions are concerned with a variety of activities that significantly influence almost all areas of an organization and aim at
1. Ensuring that the organization fulfils all of its equal employment opportunities and other government obligations.
It is a field of study that tries to examine why people behave the way they do. It focuses on the behaviour of the employees at the levels of an individual group and total organization. Topics such as motivation, job satisfaction, communication, supervision, inter and intra group behaviour, organization development, structures and designs are examined to develop sensitivity to human factors in organizations.
Personnel Management studies policy formulation and implementation on such issues as human resource planning, recruitment and selection, training and development, performance and potential appraisal, promotions, transfers, quality of working life and compensation management.
This aspect deals with union – management relationship, Union structure, collective bargaining, grievance handling, discipline management and implementation of various labour legislations.
The functions performed by managers are common to all organization. Generally the functions performed by Human Resource Management may be classified into two categories. They are
1. Managerial Function
2. Operative Function
Managerial Function
Planning
This involves predetermined course of action. In this process organizational goals and formulation of policies and programmes for achieving them are chalked out. A well thought out plan makes execution perfect and easy.
Organising
This is a process by which the structure and allocation of jobs are determined. Organising involves allocating each subordinate a specific task, establishing departments, delegating authority to subordinates,
Staffing
This is a process by which managers select, train, promote and retire the subordinates. This involves deciding the type of people to be hired, recruiting prospective employees, selecting employees, setting performance standard, compensating employees, evaluating performance, counseling employees, training and developing employees.
Directing
Directing is the process of activating group efforts to achieve the desired goals.
Controlling
This is the process of setting standards for performance, checking to see how the actual performance compares with these set standards and taking the needed corrective action.
The operating functions already outlined forms the entire gamut of day to day functions of HRM. These functions are explained through out the lesson material forming the syllabus of the year. As a result at this stage the elaboration of operational functions may be redundant.
Human Resource functions are concerned with a variety of activities that significantly influence almost all areas of an organization and aim at
1. Ensuring that the organization fulfils all of its equal employment opportunities and other government obligations.
2. Carrying out a job analysis to establish the specific requirements for individual jobs within an organization.
3. Forecasting the human resource requirements necessary for the organization to achieve its objectives – both in terms of number of employees and skills.
4. Developing and implementing a plan to meet these requirements.
5. Recruiting and selecting personnel to fill specific jobs within an organization.
6. Orienting and training employees.
7. Designing and implementing management and organizational development programmes.
8. Designing systems for appraising the performance of individuals.
9. Assisting employees in developing career plans.
10. Designing and implementing compensation system for all employees.
At present HRM functions can be seen as the amalgam of organizational behaviour, personnel management, industrial relations and labour legislation. This is mapped in the following diagram.
3. Forecasting the human resource requirements necessary for the organization to achieve its objectives – both in terms of number of employees and skills.
4. Developing and implementing a plan to meet these requirements.
5. Recruiting and selecting personnel to fill specific jobs within an organization.
6. Orienting and training employees.
7. Designing and implementing management and organizational development programmes.
8. Designing systems for appraising the performance of individuals.
9. Assisting employees in developing career plans.
10. Designing and implementing compensation system for all employees.
At present HRM functions can be seen as the amalgam of organizational behaviour, personnel management, industrial relations and labour legislation. This is mapped in the following diagram.
Organisational Behaviour
It is a field of study that tries to examine why people behave the way they do. It focuses on the behaviour of the employees at the levels of an individual group and total organization. Topics such as motivation, job satisfaction, communication, supervision, inter and intra group behaviour, organization development, structures and designs are examined to develop sensitivity to human factors in organizations.
Personnel Management
Personnel Management studies policy formulation and implementation on such issues as human resource planning, recruitment and selection, training and development, performance and potential appraisal, promotions, transfers, quality of working life and compensation management.
Industrial Relations and Labour Legislations
This aspect deals with union – management relationship, Union structure, collective bargaining, grievance handling, discipline management and implementation of various labour legislations.
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