Functions of HRM

FUNCTIONS OF HRM
Managerial functions
Planning
Organising
Directing
controlling
Operative functions
Procurement
Development
Compensation
Integration
maintenance
Managerial functions
Planning:
Process of deciding the goals & formulating
policies & programmes to achieve the
goals.
Planning involves forecasting & research
HRM involves forecasting needs for human
resources, predicting trends in labour
market, wages union demands etc.,
Planning today avoids crisis tomorrow
Involves deciding personnel goals,
formulating policies & programmes, budget

Managerial functions:
Organising:
Is the process of allocating tasks among
the members of the group, establishing
authority-responsibility relationships
among them.
Organisation is the framework through
which management directs, controls &
coordinates the effort of people.


Managerial functions:
Directing:
Is the process of motivating,
activating,leading & supervising people.
Directing includes all those activities by
which a manager influences the actions
of subordinates.
Directing is the heart of the
management process.

Managerial functions:
Controlling:
It implies checking, verifying and
regulating to ensure that everything
occurs in conformity with the plans
adopted and the instructions.
Involves auditing training programmes,
analysing labour turnover records,
directing morale surveys, conducting
separation interviews etc.,
Operative functions:
Procurement Function: concerned
with securing & employing the right
kind & number of people required.
Job analysis:
Process of studying in detail the operations
and responsibilities involved in a job, &
identify the nature & level of human
resources required
Job descriptions & job specifications are
prepared with the help of job analysis
report
Procurement functions
contd..,
Human Resource Planning:
It is the process of estimating the present
& future manpower requirements of the
orgn., preparing inventory of present
manpower & formulating action
programmes.
Recruitment:
It is the process of searching for required
personnel & stimulating them to apply
Procurement functions
contd..,
Selection:
It implies judging the suitability of different
candidates for jobs & choosing the people
Placement:
Assigning suitable jobs to the selected
candidates so as to match employee
qualifications with job requirements
Induction or Orientation:
Involves familiarising the new employees
with the co., its work environment
Operative functiions:
Development functions:
Process of improving the knowledge, skills,
aptitudes & values of employees to
perform effectively.
Performance & potential Appraisal:
Implies systematic evaluation of employees
on their performance
Training:
Process by which employees learn
knowledge, skills & attitudes
Development functions
contd.,
Executive development:
Process of developing managerial talent
through appropriate programmes
Career planning & Development:
Involves planning the career of employees
& implementing career plans so as to fulfill
the career aspirations of people.
Operative functions:
Compensation function: Providing
equitable & fair remuneration to
employees for their contribution.
Job evaluation:
Process of determining the worth of a job
Wage & salary administration:
Implies developing & operating a suitable
wage & salary programme. Surveys are
conducted to determine wage & salary
structure for various jobs in the orgn.,
Operative functions:
Integration Function:
Process of relating the goals of the
organisation with its members.
Involves motivating employees through
various financial & non-financial
incentives, providing job satisfaction,
handling grievances thro grievance
procedure, employee counselling,
improving QWL etc
Operative Functions
Maintenance Function:
Concerned with protecting & promoting the
physical & mental health of employees.
For this purpose several types of fringe
benefits such as housing, medical
aid,educational facilities, conveyance
facilities etc.,
Social security measures like PF, pension,
gratuity, maternity benefits, disablement
allowance, group insurance etc also
arranged.
Skills for HR professional:
He needs to have technical, cognitive,
and interpersonal skills and processes
to accomplish his work.
He needs to be good in communication,
be empathetic, have tolerance for
ambiguities, & be pleasant, confident.
He should have an understanding of HR
polcies, principles, programmes &
practices.
HR competency Model:
Brings out requisites of HR executive

Business Mastery:
Business acumen
Customer orientation
Knowledge in all
Functional areas
External relations
Personal Credibility
Competence
Sound academic credentials
Trust
Ethical conduct
Courage
HR competency Model:
HR Mastery
Staffing
Performance appraisal
Reward systems
Communication
Organisation design
Change Mastery
Interpersonal skills
Problem solving skills
Innovativeness & creativity

Skills for HR professional
HR executive needs to be multi
knowledgeable.
He should have human approach to
human problems. His attitude towards
the operative workforce should be
sympathetic in dealing with problems.
He should have a sense of social
responsibility so as to help his
employees to discharge their social
obligations to the various segments.