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Functions of HRM

Functions of HRM

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Published by: hemaamba on Feb 04, 2012
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y Personnel

management is the planning organising directing and controlling of the procurement,development,compensation,integra tion,maintanace and separation of human resources to the end that individual, organisational and social objectives are accomplished

Definition of HRM

. To ensure effective utilization and maximum development of human resources. To achieve and maintain high morale among employees.Human Resource Management: Objectives To help the organization reach its goals. To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization.

To be ethically and socially responsive to the needs of society To develop overall personality of each employee in its multidimensional aspect. . To develop and maintain a quality of work life. To provide the organization with well-trained and well       motivated employees. team work and interteam collaboration. To enhance employee's capabilities to perform the present job To equip the employees with precision and clarity in transaction of business. To increase to the fullest the employee's job satisfaction and self-actualization. To inculcate the sense of team spirit.

3. remuneration. layoff and retrenchment. settlement of disputes. Personnel aspect-This is concerned with manpower planning. training and development. Welfare aspect-It deals with working conditions and amenities such as canteens. transfer.Human Resource Management: Scope The scope of HRM is very wide: 1. medical assistance. housing. transport. rest and lunch rooms. promotion. Industrial relations aspect-This covers unionmanagement relations. recreation facilities. etc. incentives. collective bargaining. productivity etc. education. health and safety. recruitment. etc. placement. joint consultation. selection. grievance and disciplinary procedures. . creches. 2.

It is a multidisciplinary activity. It is all about people at work. It encourages employees to give their best to the organization. It helps an organization meet its goals in the future by providing for capable and well-motivated employees. It tries to put people on assigned jobs in order to produce good results. both as individuals and groups.Human Resource Management: Nature y Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is enveloping in nature as it is present in all enterprises. etc. Its focus is on results rather than on rules. utilizing knowledge and inputs drawn from psychology. economics. It tries to build and maintain cordial relations between people working at various levels in the organization. It tries to help employees develop their potential fully. .

disciplining) . counseling.Functions of HRM y Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates y Selecting job candidates y Orienting and training new employees y Managing Wages and Salaries (how to compensate employees) Providing incentives and benefits y Appraising performance and Communicating (interviewing.

Functions of HRM (Cont.) y Training and developing y Building employee commitment y Equal opportunity and affirmative action y Employee health and safety y Grievances and labor relations .

WHAT ARE THE HRM ACTIVITIES?  Organizational. work. and job design  Planning  Recruitment and Selection  Training and Development  Performance Management  Compensation  Occupational health and safety  Employee and labour relations .

Importance of HRM functions As managers none of us would like to make the following mistakes. . y To hire the wrong person for the job y To experience high turnover y To find our people not doing their best y To waste time with countless and useless interviews y To have our company sued for our discriminatory actions.

Importance of HRM functions (Cont.) y To be quoted under bad example of unsafe practices y To have some of your employees think their salaries are unfair and inequitable relative to others in the organization y To allow a lack of training to undermine your department's effectiveness y To commit any unfair labor practices .


.Personnel Management Standard definition given by experts of personnel management It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.

disciplinary action programme \s.securing adequate and equitable remuneration to personnel 4. The Integration function.an integration of human resources with organization through job improvement.obtaining of a proper kind and number of personnel necessary to accomplish an organization s goals 2.maintaining the physical conditions of employees (health and safety measures) and employee service programmes .personnel development of employees. The development function. The compensating function. The procurement function. The maintenance function. 5.Personnel Functions 1. job assessment. training 3. variable compensation plans.

For those who recognize a difference between personnel management and human resources.PM vs HRM There are two school of opinions prevailing between the difference between both. . the difference can be described as philosophical. with no difference in meaning. Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably.

while at the same time. Personnel Management attempts to maintain fair terms and conditions of employment. which are integrated with corporate strategies. at the operational level. and the quality. y Human Resource Development . . motivation and commitment of its members contribute fully to the achievement of its goals. and ensures that the culture. efficiently managing personnel activities for individual departments etc. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success.Definition y Personnel Management . values and structure of the organization.Human resource management is concerned with the development and implementation of people strategies.Personnel Management is basically an administrative record-keeping function.

y HRM is about the forecasting of organizational needs. HRM is resource centered. in terms of devolving the responsibility of HRM to line management. management development etc.Main Differences between Personnel Management and HRM y Personnel management is workforce centered. arranging for them to be paid. that is. While on the other hand. . y HRM is more proactive than Personnel Management. While on the other hand. such as finding and training them. directed mainly at management. HRM is strategic in nature. justifying management s actions etc. concerned primarily with carrying out the day-to day people management activities. directed mainly at the organization s employees. Whereas personnel management is about the maintenance of personnel and administrative systems. and the management of change. the continual monitoring and adjustment of personnel systems to meet current and future requirements. being concerned with directly assisting an organization to gain sustained competitive advantage. y Personnel Management is basically an operational function. explaining management s expectations.

team work and collaboration among different units are strong and contribute to the professional well-being. y Develop their general capabilities as individuals so that they are able to discover and exploit their own inner potential for their own and/or organizational development purpose. .HUMAN RESOURCE DEVELOPMENT Human resource development refers to the process whereby the employees are continuously helped in a planned way to y Acquire or sharpen capabilities required to perform various tasks associated with their present/future expected roles. y Develop an organizational work culture where: superior-subordinate relationships. motivation and pride.

HRD vs HRM .


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