Human Resource Management Function

Presented By : Naveed Khaskheli Institute : Dadabohy (DIHE)

Submitted to : Sir Rameez Mehmmod Program : MBA-Finance

Semester : Spring 2014

Functions of HRM

Managerial FunctionsPlanningOrganizing Staffing Directing Controlling

Managerial FunctionsPlanningOrganizing Staffing Directing Controlling

Operative FunctionsProcurement DevelopmentCompensation  Maintenance & Motivation Integration

Operative FunctionsProcurement DevelopmentCompensation  Maintenance & Motivation Integration

Planning

• Planning  

Current Assessment Meeting Future HR Needs

• Establishing goals and objectives to be achieved• Developing rules and procedures• Determining plans and forecasting techniques

Organizing 

• Organizing  

• Establishing departments and divisions• Delegating authority to the members• Establishing channels of authority and communication• Creating a system to coordinate the works of the members

Staffing  

• Staffing   • Determining the type of people to be hired• Recruiting prospective employees and selecting the best ones from

them• Compensating the employees• Training and developing the employees• Setting performance standards and evaluating the employees’

performance• Counselling the employees

Directing 

• Directing • Getting work done through subordinates• Ensuring effective two-way communication for the exchange

of information with the subordinates• Motivating subordinates to strive for better performance• Maintaining the group morale

Controlling

• Controlling 

• Establishment of standard performance• Measurement of actual performance• Comparison of actual performance with the standard one to

find the deviation• Initiation of corrective actions, if there are any deviations

Operative Functions

• Staffing is one of the managerial functions. But this function is normally performed by the HR managers for all the departments of the firm. In most organizations, the HR department establishes personnel policies and coordinates the HR functions of all the departments. This function is also called the operative function or HRM function. It includes, amongst others, the processes of hiring, training, compensating, appraising and retaining employees, and attending to their labor relations, health and safety.

Procurement• Procurement   • Job analysis: It is the process of collecting information relating to the operations and responsibilities

pertaining to a specific job. 

• Human resources planning: It is a process of determining and assuring that the organization will have an adequate number of qualified persons, available at proper times, performing jobs which would meet their needs and provide satisfaction for the individuals involved. 

•   Recruitment: It is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. 

• Selection: It is the process of ascertaining qualifications, experience, skill and knowledge of an applicant with a view to appraising his/her suitability to the job in question.

• Placement: It is the process that ensures a 360º fit, matching the employee’s qualifications, experience, skills and interest with the job on offer. It is the personnel manager’s responsibility to position the right candidate at the right level.

• Induction and orientation: Induction and orientation are techniques by which a new employee is rehabilitated in his new surroundings and introduced to the practices, policies, and people. He must be acquainted with the principles which define and drive the organization, its mission statement and values which form its backbone.

• Internal Mobility: The movement of employees from one job to another through transfers and promotions is called internal mobility.

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• Development   t here refers to both employees’ training and management development. HR managers are responsible for conducting and supervising training and development program for employees.

Development

  Compensation

• Compensation refers to the determination of the pay scale and other benefits for the employees. Establishing and maintaining the pay system of an organization is one of the principal jobs of the HR managers.

 Direct & Indirect Compensation

Box 1.4 Mobile Working at IBM

One of the ways companies retain their employees is by offering them flexible work schedules and the option of working from home. A company that has consistently been appreciated for this benefit is IBM. Some of IBM's workplace flexibility programs include individualized daily work schedules, flexible (or compressed) work-weeks, regular part-time, remote/mobile work options and mobility allowances. Employees are offered support services so that even if they work from home, they stay connected. Be it downloading files, checking and replying to mail, or linking to the electronic library, IBM workers can dial into the IBM network and get connected. People can opt to work at home in case of personal emergencies as well. In India, IBM has offered mobile work options since 2003. 

Maintenance

•  Maintenance Function:

• Activities in HRM related with the maintaining employees’ commitment and loyalty to the organization.

• HRM must ensure that the work environment is safe, healthy, caring for employees and as per the government rules and regulations.

Box 1.5 HR and the Well-Being of Employees

One of the HR policies really appreciated by employees is that pertaining to their families’ health and safety. Increasingly, companies are providing life insurance and accident coverage that will help reassure their employees and give them a sense of security. Infosys is a good example. Starting from 2002, it has a tie-up with the Life Insurance Corporation of India that provides adequate coverage for all its employees. The coverage levels have substantially risen over the years, in tune with the overall Infosys social security and employee benefit initiatives. In 2008, the coverage amount was a record-breaking Rs. 240,000 million. As Mohandas Pai, the HR head of Infosys, said, “Infosys believes in providing adequate life, accident and medical insurance cover to its employees in a holistic measure.”

Motivation

External Rewards Internal Rewards

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

• Salary

• Working conditions

• Benefits

• Environment

Integration

• Integration: This tries to integrate the goals of an organization with employee aspirations through various employee-oriented program, like redressing grievances promptly, instituting proper disciplinary measures, empowering people to decide things independently, encouraging a participative culture, offering constructive help to trade unions etc.

• Grievance redressal: A grievance is any factor involving wages, hours or conditions of employment that is used as a complaint against the employer. Constructive grievance handling depends first on the manager’s ability to recognize, diagnose and correct the causes of potential employee dissatisfaction before it converts into a formal grievance.

•Discipline: It is the force that prompts an individual or a group to observe the rules, regulations and procedures, which are deemed necessary for the attainment of an objective.

• Teams and teamwork: Self-managed teams have emerged as the most important formal groups in today’s organizations. They enhance employee involvement and have the potential to create positive synergy. By increasing worker interaction, they create camaraderie among team members. 

Questions & Comments

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