Functions Of Human Resource Management

A. Managerial Funcion : Managerial Functions of H R M involove planning organising ,directing and controlling .

1. Planning : It is predetermined course of action. Planning is determinating of personnel progammes and changes in advance that will contribute to the organisational goals . In other words 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 organisation

2. Organising : An organisation is a means to an end. An organisation is a structure and a process by which co-operative group of human beings allocates its tasks among its members ,identifies realtionships and integrates its activites towards common objective.Organisation establishers realtionships among the employees so that they can collectively contribute to the attainment of company goals.

3. Controlling : Controlling also involves checking,verifying and comparing the actual s with the plans,identified deviations. Thus action and operations are adjusted to predetermined plans. Controlling also involves checking ,Verifying and comparing the actuals with the plans ,identifying deviations, if any,correcting the identified deviations. Auditing training programmes,analysing labour turnover records,directing morale surveys,conducting separation interviews are some of the means for controlling the HRM function.

B. Operational Functions : The Operative functions of HRM are related to specific activities of HRM viz employment,development,compensation and realtions. These functions have to be performed in conjunction with managerial functions.

1. Employment : Employment is concerned with securing and employing the people possessing required kind and level of human resources necessary to achieve the organisational objectives. It covers functions such as job analysis, human resource planning,recruitment,selection,placement,induction and internal mobility.

a. Job Analysis : It is the process of study and collection of information relationg to the operations and responisibilities if a specific job. It includes.

• Collection of data,information ,facts and ideas relating to various of jobs including men, machines and materials.
• Preparation of job description,job specification( job requirements and employee specifications) which will help in identifications identifying the nature levels and quantum of human resources.
• Providing the guides,plans and basis for job design and for all operative functions of peronnel management

b. Human Resource Planning : It is a process for determining and assuring that the organisation will have an adequate number of qualities persons, available at proper times ,performing jobs which would meet the need of the organisation and which would provide satisfaction for the individuals involved.

c. Recruitment : It is the process of searching for prospective employees and stimulating them to apply for the jobs in an organisation .

d. Selections : It is the process of ascertaing the qualifications,experience,skill and knowledge of an applicant with a view to appraising his/her suitability to a job.

e. Induction and orientation : Induction and orientation are the techniques by which a new employee is rehabilitated in the changed surroundings and introduced to the practices,policies,purposes and peoples of the organisation.

f. Placement : It is process of assigning the selected candidate with the most suitable job. It is matching of employee specifications with job requrirements.

2. Human Resouce Development: It is the process of improving moulding,changing and developing the skills,knolwdge,creative ability,aptitude attitude,values,commitment etc.. based on present and future job and organisational requirements.

a. Performance Appraisal : It is the systematic evaluation of individuals with respect to their performance on the job and thier potential for development

b. Training : It is the systematic process by which employees learn knowldge ,skills ,abilities or attitudes to fulfill organisational and personal goals.

c. Management Development : It is the process of desigining and conducting suitable executive development progammes so as to develop managerial and human relations skill of employees.

d. Career Planning and development : It is planning of one's career and implementation of career plans by means of education ,training ,job search and acquisition of work experiences. Transfers and promotions are two important ways of personnel development in an organisation.

• Transfer : There will not be any material change in the status ,responsibilities or pay of the employees.
• Promotion :It is upward reassignment given to an employee in the organisation to occupy higher position which commands better status and/or keeping in view the human resources of the empoyees and the job requirement.
• Demotion : It deals with down ward reassignment to an employee in the organisation, to lower level position.

e. Organisation development : It is an organisation wide,planned effort, managed form the top, with a goal of increasing organisational performance through planned interventions . organisation development seeks to chance attitudes ,values, organisation structures, and managerial practices in an effort to improve organisational performance.

3. Compensation Management : It is the process of providing quitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, fring benefits.

a . Job Evaluation : It is process determining relative worth of jobs .

b. Wage and salary administration : It is the process of developing and operating a suitable salary and wage progamme.

c. Incentives : It is the process of formulating, administering and reviewing the schemes of financial incentives in addition to regualar payment of wages and salary .

4. Integration of Human Relations: It is process of intereaction among human beings. Human relations is an area of management practice in integratiing people into work situation in a way that motivates them to work together productuvely, cooperatively and with econamic,psychological and social satisfaction .

a. Personnel Research : It is the process of evaluating the effectiveness of human resources
Policies and practices and developing more appropriate ones.

b. Personnel audit : It refers to an examination and evaluation of policies,procedures and practices to determine the effectiveness of human resource management

Objectives of Human Resource Management

Main objective human resource is to manage the workers and employees of an enterprise in the best possible manner. The role of HRM is to plan develop and administer policies and programmes designed to make expedition use of an organisations human resources. It is that part of the management which is concerned with the people at work and with their relationship with in and enterprise . Its objectives are .

1. The effective utilisation of human resources .

2. To establish desirable working relationships among all members of an organisation.

3. To maximise the individual development.

4. To establish Harmoniouse realtions between labour and capital.

5. To Increase the welfare of human employees.

6. To arrange for effective communication with Resources.

7. To arrange for sufficient number of efficient employees in all the departments.

8. To Iincrease the morale of the employees.

9. To motivate the employees to increase productivity.

10. To Provide congenial working environment.

Importance Of Human Resource Management

HRM helps an organisation in mutifarious ways.

1 . Good human resource practice can help in attraction and retaining the best people in the organisation .Planning alerts the company to the types of people it will need in the short, medium and long run.

2 . Appropriate recruitment and selection activities identify the best people for available jobs and make sure they are placed in suitable positions.

3 . Performance appraisals and training develop individuals who need skills,knowledge and attitudes different form those they currently possess.

4 . Good human resource practice motivate the organisational members to do outstanding work .

Features Of Human Resource Management

In all these defination, the emphasis is early on integration of individual and organisational objectives so as to attain effectiveness. On the basis of the above definations,some basic features of HRM was given below .

1. It is concerned with employees both as individuals and as group in attaining goals.

2. It is concerned with the development of Human Resources.

3. It is concerned with managing people at work.

4. It is a continuous in nature.

5. It is concerned with both blue collared and white collared workers.

6. It is concerned with emotional,behavioral and social aspects.

7. It is conecerned with the potential and capacities to the maximum possible extent.

8. It is universal in nature.

9. It is Continuous in nature.

10 . It is action oriented. It is focusses on action rather that on record keeping,procedures and roles.It emphasrires on the solution to the employment problems

11. It is individual oriented.

12. It is future oriented.It tries to achieve objective by providing competent and well motivated employees.

Meaning Of Human Resouce Management

The work of Human Resource Management Pervades the entire organisation. Human Resource Management is a set of activities focussing on the effective use of human resources in an organisation. It encompasses the activities of recruietment,selection,training,developement,wage and salary administration,health and safety ,benefits and services,union-management,relations,motivation,morale,communication so on .Thus Human Resources Management is that part of management which is related with management of workers and employes .It is that part of management which arranges for the satisfactory management of employees of an enterprise.Human Resource Management is the process of achieving the best fit between individuals,job,organisation and the environment. It defines the relationship between employer,employee and employee and employee.

Some eminant aythors have defined the term Human Resource Management undre : Edwin B.Flippo

" The personal Function is concerned with the procurement,Developement,Compensation integration and maintainance of the personnel of an organisation for the purpose of contributing towards accomplishment of organistaional goals and objectives. Therefore personnel management is planning ,Organising,directing and controlling the operative functions.

Michel J.Jucius Defines " HR Management as the field of Managemente which has to do with planning organising ,directing and controlling the functions procuring,developing,maintaing and utilising the work force."

Dale Yolder defined Personnel Management as the phase of management which deals with the effective control, and use of man power as distingushed from other sources of power. The methods,tools and techniques and utilised to secure the enthusiastic participation of labour to represent the subject matter for study in personnel Administration."

In the words of Brech,"Personnel Management is that part of the management progress which is primarly concerned with the human constituents of the organistation ".

Human Resource Management _ Overview

The Information Explosion,advances in technology,and global competition created enormous presence on companies to change their day to day activities. Most of the business houses are moving into a very different world ,marketes are changing much faster than previously. Certain sectors are shrinking while new ones are opening up. Because of these reasons corporate cultures and values are also in transition requires special to the persons who are working in the organisaions. Because, of all factors of Production,Materials,Money,Machinery and Man Occupies an important place. Development of Human Resources became so essential for all the organisation that world like to be dynamic and growth oriented unlike other reosurces human resources have unlimited potential capabilities. The potential can be used only by creating a climate that can continuously identify bring to suface nature and use the capabilities of people. HRM aims at creating such environment