HUMAN RESOURCE MANAGEMENT

“THE STUDY OF FUNCTIONS OF HUMAN RESOURCES

MANAGEMENT”

PROJECT REPORT

SUBMUTTED BY:

SUMI MURUGAN P K

ROLL NO: 52
3rd Trimester

SUBMITTED TO:

DR.BINDU ANTO

MBA DEPARTMENT
MES College of engineering

MALAPPURAM DT, KERALA

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 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO.

1 INTRODUCTION 3

2 COMPANY PROFILE 8

3 RESERCH METHODOLOGY 10

4 DATA ANALIYSIS AND 12

INTERPRETATION
5 FINDING, SUGGESTION 14
&CONCLUSION
BIBLOGRAPHY 16

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 CHAPTER-1
INTRODUCTION

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 INTRODUCTION

Human Resource Management or Personnel management is the activity of managing

personnel, usually employees. In any organization, managing personnel is the process of making
sure the employees (not the customers) are as productive as they can be. This can include hiring,
firing, or transferring people to/from jobs they can do most productively. This subject is a major at
many universities, or a minor in the business school. It is also known as personnel administration,
which is functionally an equivalent term.

Meaning of Human Resource Management: A business unit needs employees to look after
different activities. This is called manpower or human resource. Such human resource needs to be
developed fully so that it will make positive contribution for the progress and prosperity of a
business unit. For this systematic development and management of human resources is
necessary. Human Resource Management (HRM) deals with:

(a) Training

(b) Self-development

(c) Promotions

(d) Performance appraisal of manpower recruited in an organization.

HRM is an organized learning experience aimed at matching the organizational need for
career growth and development. It is a process involving series of learning activities designed to
acquire desired level of competence among employees. HRM is a continuous process and it
needs money. Such investment creates a team of efficient, skilled and trained manpower which
brings success and stability to a business unit. HRM programmes offer long term benefits to an
organization.

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 Functions of Human Resource Management

Operative Functions

1. Recruitment: This is the most challenging task for any HR manager. A lot of attention and
resources are required to draw, employ and hold the prospective employees. A lot of elements
go into this function of recruitment, like developing a job description, publishing the job
posting, sourcing the prospective candidates, interviewing, salary negotiations and making the
job offer.

2. Training and Development: On the job training is the responsibility of the HR department.
Fresher training may also be provided by some companies for both new hires and existing
employees. This Fresher training is mainly done to make the employees up to date in their
respective areas as required by the company. This function makes the employees understand
the process and makes it easy for them to get on their jobs with much ease. During the
process of the training and development, the results are monitored and measured to find out if
the employees require any new skills in addition to what he/she has.

3. Professional Development: This is a very important function of Human Resource

Management. This function helps the employees with opportunity for growth, education, and
management training. The organization undertakes to sponsor their employees for various
seminars, trade shows, and corporal responsibilities. This, in turn, makes the employees feel
that they have been taken care by their superiors and also the organization.

4. Compensation and Benefits: A company can attain its goals and objectives if it can
acclimatize to new ways of providing benefits to the employees. Some of the benefits given by
companies are listed below for our understanding:

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 1. Working hour flexibility
2. Extended vacation
3. Dental/Medical Insurance
4. Maternal/Paternal Leave
5. Education Reimbursement for children

5. Performance Appraisal: The employees of any organization will be evaluated by the HR

department as per the performance. This function of Human Resource Management is to help
the organization in finding out if the employee they have hired is moving towards the goals
and objectives of the organization. On the other hand, it also helps the company to evaluate
whether the employees needs improvement in other areas. It also helps the HR team in
drawing certain development plans for those employees who have not met the minimal
requirements of the job.

6. Ensuring Legal Compliance: To protect the organization this function plays a crucial role.
The HR department of every organization should be aware of all the laws and policies that
relate to employment, working conditions, working hours, overtime, minimum wage, tax
allowances etc. Compliance with such laws is very much required for the existence of an
organization.
 

Managerial Functions

1. Planning: This function is very vital to set goals and objectives of an organization. The
policies and procedures are laid down to achieve these goals. When it comes to planning the
first thing is to foresee vacancies, set the job requirements and decide the recruitment
sources. For every job group, a demand and supply forecast is to be made, this requires an
HR manager to be aware of both job market and strategic goals of the company. Shortage
versus the excess of employees for that given job category is determined for a given period. In
the end, a plan is ascertained to eliminate this shortage of employees.

2. Organizing: The next major managerial function is to develop and design the structure of
the organization. It fundamentally includes the following:
1. Employees are grouped into positions or activities they will be performing.
2. Allocate different functions to different persons.
3. Delegate authority as per the tasks and responsibilities that are assigned.

3. Directing: This function is preordained to inspire and direct the employees to achieve the
goals. This can be attained by having in place a proper planning of career of employees,
various motivational methods and having friendly relations with the manpower. This is a great
challenge to any HR manager of an organization; he/she should have the capability of finding
employee needs and ways to satisfy them. Motivation will be a continuous process here as
new needs may come forward as the old ones get fulfilled.

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 4. Controlling: This is concerned with the apprehension of activities as per plans, which was
formulated on the basis of goals of the company. The controlling function ends the cycle and
again prompts for planning. Here the HR Manager makes an examination of outcome
achieved with the standards that were set in the planning stage to see if there are any
deviations from the set standards. Hence any deviation can be corrected on the next cycle.
 

Advisory Functions

1. Top Management Advice: HR Manager is a specialist in Human Resource Management

functions. She/he can advise the top management in formulating policies and procedures.
He/she can also recommend the top management for the appraisal of manpower which they
feel apt. This function also involves advice regarding maintaining high-quality human relations
and far above the ground employee morale.
2. Departmental Head advice: Under this function, he/she advises the heads of various
departments on policies related to job design, job description, recruitment, selection,
appraisals.

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 CHAPTER-2

COMPANY PROFILE

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 COMPANY PROFILE

BENCO COCONUT OIL

Benco Coconut oil brings the goodness and purity of coconut oil from God's own country.
In an effort to counter adulteration in the coconut oil market and to make pure coconut oil available
in the country, Akbar Group ventured to the Food & Beverage industry by launching the company
– Benzy Food & Beverages Pvt. Ltd.

Benco coconut oil is a trusted brand name that is synonymous with purity. This product
has received the AGMARK approval from Ministry of Agriculture, Government of India. The
Company has also obtained ISO 9001-2000 certification for its management and manufacturing
process.

Benco coconut oil is manufactured in the modern plant at Ponnani, Kerala under stringent
hygienic conditions. Best quality Malabar copra (dry coconut) is fed into the oil extraction machines
through conveyers. Benco coconut oil is so pure that it can be used for various purposes like
cooking, body massage and application on hair and scalp. It can also be used in open lamps as it
does not result in a smoky flame.

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 CHAPTER 3

RESEARCH METHODOLOGY

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RESEARCH

Research means a search for facts- answer to questions and solutions to problem .It is a
purposive investigation. A research can be defined as a scientific and systematic search for
pertinent information on specified topic

RESEARCH METHODOLOGY

This study is done by conducting a survey with the manager

OBJECTIVES OF THE STUDY

 To know the functions of Human Resource Management in the organization.

SOURCE OF DATA COLLECTION

PRIMARY DATA

Primary data will be collected through structured questionnaire which may be filling up by
respondent

SECONDARY DATA

Secondary data will be collected from various books, journals, and internet

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 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

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 Need and Importance of Human Resource Management:
(1). To create stable labour force: HRM programmes are needed in order to create stable,
efficient, skilled and matured manpower required by an enterprise for the present and future
period.

(2). To update the quality of manpower: HRM activities are needed for updating the quality of
manpower as per the growing and changing needs of an enterprise. This avoids managerial
obsolescence. Even the vacancies at - 9 - higher levels can be filled in internally due to HRM
programmes as they provide training and opportunities of self-development to employees working
at lower levels.

(3). To develop strength for survival: HRM programmes are necessary for survival in the
present competitive marketing environment. An enterprise can face market competition only by
improving quality, reducing costs and avoiding wastages. All this is possible through HRM.

(4). To face challenges of technological changes: Technological changes are taking place
rapidly in every area of business. HRM programmes are needed in order to absorb technological
changes taking place with speed. In fact, introduction of new technology, computers, automation,
etc. will not be possible unless training is provided to the manpower.

(5). To satisfy the demand of self-development of employees: HRM is needed to meet the
needs of employees in regard to self-development and career development aspirations

(6). To meet future manpower needs: HRM is needed to meet the future manpower needs of
the organization. Executives, managers, supervisors leave the job or retire due to age factor.
Competent juniors must take their positions. HRM is needed in order to keep ready a team of
competent managers as a second line of defence.

(7). To facilitate expansion and diversification: HRM activities are needed to meet the
manpower requirements resulting from expansion and diversification programmes undertaken at

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the enterprise level. Attention should be given to HRM much before the introduction of expansion
programme.

(8). To utilize production capacity fully: HRM is needed in order to use the available production
capacity to the optimum level. It provides skilled manpower for this purpose

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 CHAPTER 5
FINDINGS, SUGGESTION AND CONCLUSION

FINDINGS
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 The importance of HRM is creating stable labour force, face challenges of technological
changes, satisfy the demand of self-development of employees and meet future manpower
needs.
 They mainly focused on managerial functions.
 Didn’t use any international functions of HRM.

SUGGESTIONS
 Provide importance to all functions.
 Use and practice international functions of HRM

CONCLUSION
The study on the functions of the Human Resource Management has helped me to
better understand the major functions of organisation. The secondary information gathered
from books and websites helped me to understand the Human Resources Management
functions
The primary research helped me understand how the organizations actually act
follow functions in HRM. I then compared the validity of my observations with the results
from the secondary research. Although several results varied due to sheer magnitude of
functions in the secondary research organizations, the essence and basic trends remained
the same.

BIBLOGRAPHY

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  https://medium.com/@swaticbindia/human-resource-management-its-core-functions-managerial-
operative-fc0335ef616a
 https://www.toppr.com/guides/business-management-and-entrepreneurship/human-resource-
management/managerial-functions-of-hr-manager/
 http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-managerial-
operative-and-advisory-function/27995
 https://smallbusiness.chron.com/six-main-functions-human-resource-department-60693.html

APPENDIX

QUESTIONNAIRE

1. What is the importance of HRM in your organization?

2. What are the physical, financial, human and organizational resources in your organization?
3. What is the role of HRM in your organization?
4. As a HR manager what challenges you face in your organization?
5. What are the main functions in human resource management in this organization?
6. Do you use International HRM functions?

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