1. DISCUSS THE VARIOUS FUNCTIONS OF HRM?

1. MANGERIAL FUNCTIONS
Mangers first foremost job is to manage people. All the mangers regardless of their
departments carry-out managerial functions. Managerial functions of human resource
management are as follows.

 PLANNING:
It is concerned with pre-planning of activities to be done in future. It is the process of
taking any action after thinking about it. Planning is related to strategy formulation of
personal programmes and changes in advance that will help in the achievement of
organisational goals. HRP, selection, T&D, are some of the HR functions which
require planning.

 ORGANISING:
It is the procedure of aligning people and other resources so that they can work
together in order to achieve a goal. For this, firms generally need to establish
relationships among the employees so that they can mutually contribute to fulfil the
organisational goals.

 DIRECTING:
Directing is concerned with telling employees to perform a specific task and make
sure that the work done is as per the directions.it is the responsibility of the human
resource mgt to motivate, develop communication network, integrate people,
maintain discipline and resolve employee grievances in a quick and proper way.

 COORDINATING:
Coordination among the people is esstinally at all levels of mgt. achievement of
organsational objectives is possible only through the coordination among the groups
and their activies.

 CONTROLLING:
Controlling is the process of examining and verifying if everything is as per the set
plans standards. Some of the means through which human resources management functions
can be controlled and made effective are auditing of training programmes, analysis of labour
turnover records, directing morale surveys and conducting separate interviews.

2. OPERATIONAL FUNCTIONS
These functions are as follows:

 EMPLOYMENT:
It deals with acquiring and hiring the potential candidates for the attainment of objectives of the
organisation. Job analysis, manpower planning, recruitment, selection, induction, and placement, etc.
are the activities which are included in the employment function.

 HUMAN RESOURCE DEVELOPMENT:

HRD is the procedure of building and transforming the knowledge, skills, creativity,
attitude, etc., according to the existing and upcoming requirements of the job and
organsation. It consists of performance evaluation, training and development, career
planning and development, etc.
  COMPENSATION:
Compensation is about motivating employees by providing them reasonable and
satisfactory remuneration so that they can work more effectively. Employee benefits,
bonus, incentives and social security benefits are the components of compensation
package.

 HUMAN RELATIONS:
It is the producers of integrating people through interaction at the workplace. It helps
people to work collectively in a team to gain high productivity and satisfaction in terms of
money, mind and society.

2. DISTINEGUISH BETWEEN STRATEGIC HR AND TRADITIONAL HR?

Basis of Traditional HR Strategic HR
difference

1.Responsibility Self-employees are Line and HR managers are

For HR recognisable for conducting responsible for people oriented
Programmes HR programmes. programmes.

2.Focuses of It focuses on employee Its main focus is on partnerships with

activities relations and helps to
motivates employees and
productivity in compliance
laws.
3.Role of HR Role of HR is reactive and
transactional in nature.
4.Intaitaive for Traditional HR is
changes uncompleted and not with
major issues and hence is a
slow, disorganised and partial
concept.
5.Time Horizon It is a limited concept
confined to short period of
time.
6.Control Control is regulatory and is
done through rules, policies
and producers.
7.Job design This concept follows scientific
management principle like
division of labour,
specialisation and
independence, etc.
8.Imporvement Its real investment is on
Investment capital, economics, production
and technology.
9.Accountability It is accountable to cost
centre.
internal groups and external groups.
HR performs proactive and
transformational roles and acts as a
change leader.
Strategic HR executives change
initiates is accordance with other HR
systems and hence is a flexible, fast
and organsational concept.
As per requirement this concept
considers short, medium, or long-
term timeframes.
Control is essential due to its flexible
nature.
There is flexibility in job design,
cross training are conducted and
teams and groups work in
compliance.
It’s a real investment is on
knowledge, skills, and abilities of
employees.
It is accountable to investment
centre.
3. EXPLAIN THE HR ROLE IN THE KNOWLEDGE ECONOMY?
a. HUMAN CAPITAL STEWARD:
Human capital is the knowledge, skills abilities, and experience unique to an individual
employee. The collective human capital of all of an organisation’s employees forms a unique
intangible resource that distinguishes it from other organisation and provide the basic for
strategic capability. The new role of human capital steward requires accumulating,
concentrating, conserving, compiling and recovering the collective knowledge, skills, and
abilities within an organisation.

b. KNOWLEDGE FACILITATOR:
In this role, HRM helps the organsation acquired disseminate knowledge and use it to crate
competitive advantage. Transforming tacit knowledge into explicit can help build employee
skills, competencies and carriers. HRM facilities this transformation actually the role of the
knowledge facilitator is much border and requires creative integration across traditional HRM
activities.

c. RELATIONSHIP BUILDER:
Along with facilitating the sharing of knowledge within an organisation, other new HRM role
is that of relationship builder. In the role of relationship builder, the HRM function will create
programmes and practice that enable employee encourage, facility nourish and certain
relationship among fellow employers’ customer, suppliers, firms in condolatory arenas, and at
times even rivals.

d. RAPID DEPLOYMENT SPECIALIST:

The global economy moves quickly requiring HR to anticipate and implement any staffing
adjustments that evolving markets and business strategies. This will necessitate a versatile,
flexible HR acritude. Consequently, the HRM function will be required to rapidly assembly,
consulted, and deploy specific configurations of human capital to achieve mission- specific
strategies goals.

4. WHAT ARE OBJECTIVES AND IMPORTANCE OF HRM?

 To help the employees in securing the personal goals for individual’s growth:
The main aim of HRM is to assist the employees in achieving the desired organisational
goals. If it fails to do so, its existence will come to an end.

 To help the employee in securing the personal goals individual’s growth:

HRM not only focuses on the organisational goals but it equally tries to explore and develop
the capability of the employees by training and development can achieve their personal as
well as organisational goals.

 To maximum utilisation of employee potential:

The essence of the HRM lies its basic function of effectively matching the skills of the
employees with the work assignment in the organisation.
  To procure the efficient employees within the organsation:
HRM focuses on maintaining the effective reward system to motivate the employees to
improve the efficiency of the employee.

 To enhance job satisfaction:

Various programmes of human resources welfare have been farmed and implemented by the
HRM in order to enhance the quality of life. This helps in increasing the job satisfaction of
the employees.

 To improve quality of work life:

It is the duty of HRM to make organsation a pleasant place for employee. This is important as
organisational performance cannot be enhanced without improving the quality of work life.

 To update the employees regarding managerial policies:

One of the most important duties of HRM is to update the employees with the internal
policies, feedback of customers, opinions of the management and also to generate creative
ideas from the workforce.

 To fulfil social responsibility:

The HRM function also ensures fulfilment of the social responsibility of the organisation
towards the different groups of the society, will adhering to the moral and legal norms.

 To maintain discipline among employees:

HRM also focuses on maintenance of discipline among the employees in the organisation by
giving them incentives based on their performance.

 To increase organisational productivity:

HRM tries to enhance the overall productivity of the organisation by effective utilisation of
available resource.
 To focuses on quality performance:
The critical task of HRM in every organisation is the assignment of right job to the right
candidate at the right time.

 To develop Harmony in the work culture:

HRM makes continues efforts to fill the gap between individual and organisational goals.
IMPORTANCE OF HRM
Corporate level:
Enterprise requires their work to be done effectively and efficiency hence it requires an
Seffective HRM. HRM helps enterprise in the following manner:

1. HRM focuses on hiring skilled persons who are able to promote the growth of
enterprise and also retain them for long-term through manpower planning, effective
recruitment produces, and selection and fair polices of promotion.

2. Enriching employees by developing and improving important skills and correcting

their attitude by proper training and development, performance appraisals, etc.

3. Making optimum use of existing human resources.

 4. Guaranteeing a tailed team of loyal and devoted employees for the organsation in
future

Professional level:
HRM ensures good quality of work life. It helps in professional growth by the following
ways;

1. Building esprit de corps in employees by giving the congenial working atmosphere

2. Creating opportunities for employees so that they can develop their calibre.

3. Ensuring that healthy relationship or maintained among them members and work is
assigned properly to both employees and teams.

Social level:
HRM plays an important role in the society by the following ways;

1. Enabling employees to live with dignity by providing them employment which gives
them mental and social satisfaction.

2. Maintaining equilibrium between job openings and applicants in terms of numbers,

qualification, needs and aptitudes.

National level:
HRM plays a very significant role in the development of a country in the following ways;

1. Competent and dedicated human resources results in efficient use of physical, natural,
and economic resources of the country.

2. HRM improves economic growth of the country. This finally leads to increased living
standard and employment.

5. DESCRIBE THE ROLE OF HR IN STRATEGIC PLANNING?

1) ACTS AS BUSINESS PRATNER:
HR Has to demonstrate that it is the respectful business partner for the strategic
planning. HR has to take full responsibility for the connecting people, ideas and tolls
together.it has to demonstrate that it can lead the development of the HR part of the
strategic plan.

2) CREATES INNOVATIVE IDEAS:

HR has to demonstrate that it understands the business of the organsation. Becoming
the partner in strategic planning requires understanding to basic finical indicators.it
requires detailed knowledge about the products and the competitors present on the
market.

3) SETS BEST PRACTICES:

 HR as to prove its understanding to modern HR management trends. The completive
organsation needs states- of –art human resources in the house. HR cannot be a
passive function in the organsation. It as to monitor market for the new trends; it as to
develop new approaches, and it as to innovate the traditional approaches.

4) CONNECTS STRATEGIC PLAN WITH REAL BUSINEESS:

HR has to determine the art of connecting the strategic plan with the real business.
The strategic plan does not describe details. The strategic plan does describes
strategic directions of the organsation. HR as to understand to this directions and as to
translate them into right initiatives and steps.

5) ACTS AS CHANGE AGENT:

HR as to demonstrate it can overcome obstacles. No strategic plan is implemented
easily. Many issues arise during the implantation. Many discussion or held. Many
decisions or called. HR as to stay on the way, and it as to implement initiatives that or
right for the future of the company.