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HRM Functions for Managers

The document outlines the key functions of human resource management (HRM) including: 1. Human resource planning to determine staffing needs and forecast changes. 2. Organizing work tasks and relationships to achieve organizational goals. 3. Directing employees to work according to plans. 4. Controlling actual performance against plans and taking corrective actions when needed. The operative functions of HRM involve procuring employees through recruitment and selection, developing skills through training, compensating employees, integrating new hires, and maintaining employee welfare.

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1K views10 pages

HRM Functions for Managers

The document outlines the key functions of human resource management (HRM) including: 1. Human resource planning to determine staffing needs and forecast changes. 2. Organizing work tasks and relationships to achieve organizational goals. 3. Directing employees to work according to plans. 4. Controlling actual performance against plans and taking corrective actions when needed. The operative functions of HRM involve procuring employees through recruitment and selection, developing skills through training, compensating employees, integrating new hires, and maintaining employee welfare.

Uploaded by

kerths
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Functions of HRM

Managerial Functions
1. Human Resource Planning - In this function
of HRM, the number and type of employees
needed to accomplish organizational goals is
determined. Research is an important part of
this function, information is collected and
analyzed to identify current and future
human resource needs and to forecast
changing values, attitude, and behavior of
employees and their impact on organization.
2. Organizing - In an organization tasks are
allocated among its members, relationships
are identified, and activities are integrated
towards a common objective. Relationships
are established among the employees so that
they can collectively contribute to the
attainment of organization goal.
3. Directing: Once the framework is ready, the
manager instructs and guides the team to
work accordingly, to meet the organizational
objective.
4. Controlling - After planning, organizing, and
directing, the actual performance of
employees is checked, verified, and
compared with the plans. If the actual
performance is found deviated from the plan,
control measures are required to be taken.
• Operative Functions
The operative functions are those which are
taken on the departmental level or middle
level and mainly concerned about the
execution of the plans and strategies
formulated at the managerial level.
1. Procurement: The acquisition of human
resource is the primary function of a
manager. It involves the estimation of job
analysis, recruitment and selection of
suitable candidates, placement and
orientation of the workforce in the right
position.
2. Development: To develop the required skills
and talent within the employees, the
managers have to use various training
techniques, career planning, HR
development strategies
3.Compensation
Compensation in the form of remuneration, given to
employees instead of their services to the organization
should be adequate and fair. The employees are liable
to get other benefits such as a bonus or incentives. It
involves job design, work scheduling, motivation, job
evaluation ,performance appraisal.
4.Integration
Integration means making the new employees familiar
with the organization and to their task or process. It
introduces them to the organizational environment and
their colleagues.It involves grievances, discipline,
teams and team work, collective bargaining,
participation, empowerment, trade unions, employers
association, industrial relations.
5. Maintenance
Merely appointment and training of people is
not sufficient; they must be provided with
good working, conditions so that they may like
their work and workplace and maintain their
efficiency. Working conditions certainly
influence the motivation and morale of the
employees.
• These include measures taken for health,
safety, and comfort of the workforce.
Emerging issues
• Personnel records
• Human resource audit
• Human resource research
• Human resource accounting(HRA)
• Human resource information systems(HRIS)
• Stress and counseling
• International human resource
management(IHRM)
Principles of HRM

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