HRM FUNCTIONS Human Resource Management Utilization of individuals

HRM FUNCTIONS

Human Resource Management • Utilization of individuals to achieve organizational objectives • All managers at every level must concern themselves with human resource management

Functions of HRM • Managerial functions 3 a. Planning b. Organizing c. Directing d. Controlling • Operative functions Ø Ø Ø Employment HRD Compensation Human Relations Industrial relations

Managerial functions • Planning: It involves planning of human resources, requirements, recruitment, selection, training etc. It also involves forecasting of personnel needs, changing values, attitudes and behaviour of employees and their impact on the organization. • Organisation: . Complex relationships exist between the specialized departments and the general departments as many top managers are seeking the advice of the personnel manager

• Directing: The basic function of personnel management at any level is motivating, commanding, leading and activating people. The willing and effective co-operation of employees for the attainment of organizational goals is possible through proper direction. Tapping the maximum potentialities of the people is possible through motivation and command • Controlling : Auditing training programs, analyzing labour turnover records, directing morale surveys, conducting separate interviews are some of the means of controlling the personnel management function and making it effective. •

Operative functions • Employment: Employment is concerned with securing and employing the people possessing the required kind and level of human resources necessary to achieve the organizational objectives. It covers functions such as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility • Human Resource Development: It is a process of improving, molding and changing the skills, knowledge, creative ability, aptitude, values, commitment etc. , based on present and future job and organizational requirements. It includes Performance Appraisal, Training, Management Development, Career Planning and Development, Internal Mobility, Transfer, Promotion, Demotion, Change and Organisational Development. • Compensation: It is a process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation, wage administration and salary administration, incentives, bonus, fringe benefits, social security measures etc.

• Human relations is an rear of management in integrating people into work situations in a away that motivates them to work together productively co-operatively and with economic, psychological and social satisfaction. It includes: • Cordial relationship. • Motivating the employees • Boosting employee morale • Developing the communication skills • Redressing employee grievances properly and in time by means of a well-formulated grievance procedure. • Handling disciplinary cases by means of an established disciplinary procedure. • Counseling the employees in solving their personal, family and work problems and releasing their stress. Strain and tensions. • Improving quality of work life of employees through participation and other means.

• Industrial Relations: Industrial relations refer to the study of relations among employees, employer, government and trade unions. Industrial relations include: • Indian labour market • Trade unionism • Collective bargaining • Industrial conflicts • Worker’s participation in management and • Quality circles

Who Performs Human Resource Management Tasks? • • • Human Resource Managers Line Managers and Supervisors HR Shared Service Centers Outsourcing Professional Employer Organizations (Employee Leasing)

Traditional Human Resource Functions in a Large Firm President and CEO Vice President, Marketing Manager, Training and Development Vice President, Operations Manager, Compensation Vice President, Finance Manager, Staffing Vice President, Human Resources Manager, Safety and Health Manager, Labor Relations

A Possible Evolving HR Organization Example President and CEO Vice President, Operations Vice President, Strategic Human Resources Training & Development (Outsourced) Vice President, Finance Compensation (Shared Service Centers) Vice President, Marketing Staffing (more involvement of Line Managers, etc) Director of Safety and Health

Line function line manager A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization’s goals. a. b. c. d. e. f. g. Job placing. Orienting new employees. On-job training of employees. Interpreting company policies and procedures. Conducting job appraisals. Controlling labor costs. Labor protection and disciplines.

Staff function staff manager A manager who assists and advises line managers. a. A line function: directing and managing people in the HRM department. b. A coordinating function: coordinating HRM activities across the organization. c. Staff functions: all HRM functions plus labor relations and collective bargaining with the trade unions.

ROLE OF HR MANAGER • The conscience role: A person who reminds the management its morals & its obligations to its employees. • The counselor: solving various employee problems. • The mediator: Role of peace maker. settles the disputes between employees & management. • The spokes person: Representative of the company. • The problem Solver: • The change agent: introduces changes in various existing programs.

How HR Spends Its Time 1– 15 • Figure 1– 6

Employment and Recruiting—Who Handles It? (percentage of all employers) • Note: length of bars represents prevalence of activity among all surveyed employers.