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Lecture 02

Lecture 02

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Published by: rajendraprasad on Sep 30, 2008
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04/08/2012

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Lesson: 2HRM functions
Contents:Elements of HRM functionsImportance of HRM functionsPersonnel functionsHRM vs. Personnel FunctionsHRD InstrumentsHRD ProcessesHRD OutcomesAppendix: 2 Articles on HRD
MS 22B -Eddie Corbin, Lecturer2
Learning Objective this UnitLearning Objective this Unit
By the end of this Unit, you should be able to:Give concise definition for HRM functions.
1.
Clearly articulate the difference between HRM andPersonnel philosophy and functions.
2.
Describe the various instruments/functions of HRM.
3.
Know the processes resulting from the instrumentsand the final outcomes.
 
 
 2Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us.Today let us know a little bit more about the same. You all keep hearing about personnelmanagement. You must be wondering what’s the difference between personnel management andHRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide:
•Shareholders•Management•Employees•Government•Community•Unions•WorkforceCharacteristics•Business strategy•Management philosophy•Labour market•Unions•Task environment•Laws/social values•Employeeinfluence•HR flow•Rewardsystems•Work systems•Commitment•Competence•Congruence•Cost-effectiveness•Individualwell-being•Org.effectiveness•Societalwell-being
Systemic View of HRM
 
Stakeholder InterestSituational FactorsHRMPolicy
HR OutcomesLong-TermConsequences
 Can anyone come and explain this slide? Now let us proceed by understanding the following:
Elements of HR functions
Importance of HR functions
Personnel functions
HRM versus Personnel functions
HRD instruments
Processes, and finally
Outcomes!!!
Functions of HRM
After the analysis of HRM objectives from the last lesson, it is simple to state the functions of HRM. Thefunctions are performed to realize the objectives of the HRM. Now let us analyze the functions of the HRM toget an greater understanding.
 
 3HRM as you know by now involves the embracing the dimension of people. It involves selection, motivation,and retention of the employees.The functions are a mixture of behavior analysis, policy formulations and maintenance of good interpersonal relations. In this lesson, we are going to focus on all of these functions: the
 staffing, personnel management,
or (as it's usually called today)
human resource (HR) manage-ment 
function. These include:
Conducting job analyses
(determining the nature of each employee's job)
 Planning labor needs
and
recruiting 
 job candidates
Selecting 
 job candidates
Orienting 
and
training 
new employees
Managing Wages and Salaries
(how to compensate employees)
 Providing incentives and benefits
 Appraising performance and Communicating 
(interviewing, counselling,disciplining)
Training and developing 
 Building employee commitment 
 Equal opportunity and affirmative action
 Employee health and safety
Grievances and labor relations
Thus if we view it closer we find that human resources management is responsible for thefollowing:1.
Promotion of organisational needs:
This is a very crucial function of HRM. The organizationneeds people human assets. People appreciate day by day with experience and are extremelyvaluable assets in an organization.HRM functions in this regard refer to planning of human resources, recruitment, placement,motivation, training, assessments, appraisals etc., so that there is an effective contribution fromthem to the organization.2
.Development of employees:
What does an employee brings with himself? He does not come alone. He does bring hisabilities, attitudes, personality, and behaviour with himself. An individual aims for developmentand personal growth in the work sphere. Now what does an organization must do to develop andencourage personal growth? Let us discuss in detail.Firstly, the organization through its HR Department identifies the mechanisms for Growth. Thismechanism is known as assessment centre and is very popular procedure. Evaluation of employees is done for manpower purposes and decisions are made .A Variety of techniques isused. The behaviour observation leads to assessment and identification of strengths andweaknesses.

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