NARESH RAWAT

Section C
21/1348
Human Resource Management
FUNCTION OF HRM
INTRODUCTION
✧ Human Resource Management is the
organizational function that deals with issues
related to people such as compensation, hiring,
performance management, organization
development, safety, wellness, benefits,
employee motivation, communication,
administration, and training
MANAGERIAL FUNCTIONS
✧ PLANNING
✧ ORGANIZING
✧ DIRECTING
✧ CONTROLLING
PLANNING
✧ Planning is necessary to give the organization its goals and
directions to establish best procedure to reach the goals.
Planning staff levels requires that an assessment of present and
future needs of the organization be compared with present
resources and future predicted resources. Appropriate steps
then be planned to bring demand and supply into balance.
ORGANIZING
✧ After objectives have been established and plans been
developed then personnel manager must design and
develop organisation structure to carry out various
operations.
✧ Such as- • Grouping of personnel activity •
✧ Assignment of different groups of activities to different
individuals •
✧ Delegation according to task assigned •
✧ Co-ordination of activities of different individuals
DIRECTING
✧ The directing function of the personnel
manager involves encouraging people to
work willingly and effectively for the goals of
the orgainsation.
CONTROLLING
✧ Controlling helps to evaluate and control
the performance of the department in
terms of various operative functions.
OPERATIVE FUNCTION
✧ RECRUITMENT
✧ TRAINING & DEVOLOPMENT
✧ REMUNERATION
✧ REWARD SYSTEM
✧ MOTIVATION
✧ RECORDS AND STATISTICS
✧ INDUSTRIAL RELATIONS
✧ SEPRATION
 RECRUITMENT
✧ The process by which a job vacancy is
identified and potential employees are
notified.
✧ The nature of the recruitment process is
regulated and subject to employment law.
✧ Main forms of recruitment through
advertising in newspapers, magazines,
trade papers and internal vacancy lists.
 TRAINING AND DEVELOPMENT
✧ Provides new skills for the employee
✧ Keeps the employee up to date witin the fieldh changes
✧ Aims to improve efficiency
 REMUNERATION

✧ Concern with determination and equitable

remuneration of employees in the organisation
to the goals.
REWARD SYSTEM

✧ The system of pay and benefits used by the

firm to reward workers
✧ Money not the only method
✧ Fringe benefits
✧ Flexibility at work
✧ Holidays, etc.
MOTIVATION
✧ To retain good staff and to encourage
them to give of their best while at work
requires attention to the financial and
psychological and even physiological
rewards offered by the organization as a
continuous exercise.
RECORD AND STATISTICS

✧ Keeps employee training records

✧ Achievement records
✧ Transfer and promotion records
✧ Absenteeism and labour turnover records
INDUSTRIAL RELATIONS
✧ Good industrial relations, while a recognizable and legitimate
objective for an organization, are difficult to define since a good
system of industrial relations involves complex relationships
between:
✧ (a) Workers (and their informal and formal groups, i. e. trade
union, organizations and their representatives);
✧ (b) Employers (and their managers and formal organizations like
trade and professional associations);
✧ (c) The government and legislation and government agencies.
SEPARATION
✧ Ensure the release of retirement benefits
✧ Requirements of the employee ,
THANK YOU