By,

M. Karthika Devi,
II B.Com Batch – I
Holy Cross Home Science College,
Thoothukudi
Functions of the Human Resource
Management
 The HRM has quite the workload on its back. Its basic
duties include acquiring and developing employees as well
as retaining them– that is, staffing the company. This
means that the HR department gets to handle employee
welfare and benefits as well as employee compensation.
 The HRM is also tasked with aligning the workers to the
organization’s goals by defining and designing work. This
involves determining the skills and requirements needed
for a certain job position and anticipation of future hiring
levels. It is also required to keep up with industry trends on
jobs. This is called job analysis and it is vital for the
company as the information acquired is used for
promotional purposes, establishing wage structures and
other vital decisions.
 Performance appraisal requires the HR department to
assess employees after a certain time period and
communicate to the employees the positive as well as
negative facets of their performance. This is important
as it is the basis for promotion, dismissal and salary
increments.
 HRM has always ranked low in the corporate hierarchy
in the past, but the realization of the importance of this
department has propelled it to the upper echelons of
management. As such, the HR department is now
tasked with being a valued contributor to the goals of
an organization as the type of talent acquired may as
well be the difference between crushing losses and
raging profits. As executive decisions are made, the HR
department is expected to recommend approaches,
processes and solutions.
 Principles of HRM
 The modern-day HRM is steered by various superseding
principles. For starters, companies have now identified and
accepted human resources as the most vital asset of any
company. If the most valued asset is not well managed,
then achieving the set goals can only be but a dream. Many
companies now understand that the realization of
corporate objectives is impossible without alignment with
personnel policies, bringing up a second guiding principle.
 Thirdly, the HR’s responsibility of finding and acquiring; as
well as guiding and retaining top talents whose values are
in line with those of the company is well documented
 Principle of Scientific Selection:
 For the proper coordination between work and workers
it is necessary to have a right person for the job so that
the question of inability of the person will not arise and
workers will be able to get and do work according to the
interest. The candidates are to be selected as per their
merit. Qualification, experience, and achievements of
candidates in past are to be considered. The partial
selection is to be avoided.
 Principle of Effective Communication:
 There must be effective medium of
communication between the management and the
workers. Communication means that, orders of
higher authorities are conveyed in a proper way. If
this arrangement is not effective then there arises
complex problems like mistrust, hatred and ill-will
and this in turn affects the production of the
organisation.
 Principle of Maximum Individual
Development:
 This principle stresses on the personnel
development of every person working in an
organisation. By this principle, workers are able to
fulfil the objectives of an organisation with the
minimum cost, hence giving them occasion to
develop, themselves to the maximum extent of
their capabilities. Their ability, productivity and
efficiency could be used for the concerned
objectives.