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HUMAN RESOURCE

MANAGEMENT

Made by Rajesh
Patel

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.

Functions of HRM

Managerial
functions

Operative
functions

Managerial Functions
Planning
Organizing
Directing
Controlling

Planning

Planning 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.

Organizing
After 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
Assignment of different groups of activities to
different individuals
Delegation according to task assigned
Co-ordination of activities of different
individuals.

Directing
The directing function of the personnel

manager involves encouraging people to


work willingly and effectively for the goals
of the organization.

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

Operative Functions

Recruitment
Training &
Development
Remuneration
Reward system
Motivation
Records and statistics
Industrial relations
Separation

Recruitment
The 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.

Training and
Development
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency

Remuneration
Concern with determination and equitable
remuneration of employees in the organisation to
the goals.

Reward system
The system of pay and benefits used by the firm to
reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.

Motivation
To 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.

Records and statistics


Keeps employee training records
Achievement records
Transfer and promotion records
Absenteeism and labour turnover records

Industrial relations
Good 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.

Separation
Ensure the release of retirement benefits
Requirements of the employee

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