Functions of Human Resource Management
The functions of human resource management may be classified as under :
1. Managerial function - Planning, Organising, Directing, Controlling
2. Operative function – Procurement, Development, Compensation, Retention, Integration, Maintenance
i. Planning – Planning is deciding in advance what to do, how to do and who is to do it. It bridges the gap between where we are and where we want to go. It helps in the systematic operation of business. It involves determination objectives, policies, procedures, rules, strategies, programmes and budgets. It ensures maintenance of correct number of employees to carry out activities and also to formulate timely employee policies.
ii. Organising – It includes division of work among employees by assigning each employee their duties, delegation of authority as required and creation of accountability to make employees responsible.
iii. Directing – It involves issue of orders and instructions along with supervision, guidance and motivation to get the best out of employees. This reduces waste of time energy and money and early attainment of organisational objectives.
iv. Controlling – It is comparing the actuals with the standards and to check whether activities are going on as per plan and rectify deviations. The control process includes fixing of standards, measuring actual performance, comparing actual with standard laid down, measuring deviations and taking corrective actions. This is made possible through observation, supervision, reports, records and audit.
i. Procurement – Acquisition deals with job analysis, human resource planning, recruitment, selection, placement, transfer and promotion
ii. Development – Development includes performance appraisal, training, executive development, career planning and development, organisational development
iii. Compensation – It deals with job evaluation, wage and salary administration, incentives, bonus, fringe benefits and social security schemes
iv. Retention – This is made possible through health and safety, welfare, social security, job satisfaction and quality of work life
v. Integration – It is concerned with the those activities that aim to bring about reconciliation between personal interest and organisational interest
vi. Maintenance – This encourages employees to work with job satisfaction, reducing labour turnover, accounting for human resource and carrying out audit and research.
For Future learning
1. Ensuring the quality of work force through quality assurance.
2. Describe two management techniques to improve job satisfaction.
3. To prepare Human Resource Planning Schedule.
4. Analyse the ways of forecasting Human resource requirements.
5. Evaluate the shortfalls of Human resource management and its consequence.
For Own Thinking
1. Identify points of differences between HRM and HRD.
2. Analyse the impact of Change Mangement.
3. Prescribe ways of resolving Conflict Management.
4. Project ways of having a control over the operation of Trade Unions.
5. Clearly specify the available Competency Mapping Process