INTERNATIONAL ISLAMIC UNIVERSITY ISLAMABAD

Assignment (Functions Of HRM)

NO: 1

Subject: Human Resource Management

Name: Ijazulhaq
Reg: 6545-FMS/BBA/F21
1: Strategic HR Management:
Provides a framework linking
people management and
development practices to long
term business goals and
outcomes.
Ø HR Effectiveness: Refers
to the outcomes produced
by HR activities.
Ø HR Metrics: Is a consulting
and training firm which
provides competency-
based SHRM Certification,
ISO Global HR standards
Certification and audit HR
data.
Ø HR Technology: The use
of hardware and software
to maintain and direct a
wide range of human
resources tasks and
responsibilities.
Ø HR Planning: Is a
technique company uses
to balance its flow of
employee and present
situation such as team
members shortages or
surplus.
Ø HR Retention: An
organization ability to
present employees
turnover, or the number
of people who leave their
job in a certain period,
either voluntarily or
involuntarily.
2: Equal Employment 3: Staffing: Is the process of
Opportunity: laws prohibit hiring eligible candidates in
specific types of jobs the organization or company
discrimination in certain for specific position.
workplaces.
Ø Compliance: The act Ø Job Analysis: Is the
of obeying an order, process of gathering and
rules, or request. analyzing information
about the content and
Ø Diversity: About what the human requirements
makes each of us of jobs.
unique and includes
Ø Recruiting: The process of
our background,
activity seeking out,
personality, life
finding and hiring
experience and belief,
candidates for a specific
all of the things that
position or job.
make us who we are.
Ø Affirmative Action: Ø Selection: The act of
Also known as positive selecting one or more
discrimination involves people or things from a
sets of policies and group.
practices within a
government or
organization.
4: Talent Management: Is how
employees recruit and develop a
workforce that is as productive as
possible and likely to stay with
organization long term.
Ø Orientation: The act or
process of orienting or of
being oriented.
Ø Training: The process of
increasing the knowledge
and skill of an employee’s for
doing a particular job.
Ø HR Development: The
cultivation of an organization
employees.
Ø Career Planning: Matching
your skills, etc. to existing or
career. Matching your career
goals to your financial needs.
Ø Performance Management:
The process of ensuring that a
set of activities and outputs
meets an organization’s goal in
an effective and efficient
manners.
5: Total Rewards: Total 6: Risk Management and
rewards is the combination Worker Protection: It’s the HRs
of benefits, compensation job to keep employees safe and
and rewards that employees make sure the company isn’t
receive from their liable for any employee’s
organizations. injuries.
Ø Compensation: Refers to Ø Health and Wellness:
monetary payment given Health is the state of
to an individual in complete physical,
exchange for their mental, and social well-
services. being and not merely the
Ø Incentives: something absence of disease, or
that encourages a infirmity.
person to do something Ø Safety: To ensure that the
organization invests in a
proactive safety culture
Ø Benefits: something that investment and other
that produces good or issues.
helpful results or effects
or that promotes well- Ø Security: A method of
being secure transmission such
as SSL which encrypts the
data as it transmits over
the internet.
Ø Disaster and Recovery
Planning: A plan in a
formal document created
by an organization that
contains detailed
instruction on how to
respond to unplanned
incident cyber-attack etc.
7: Employees and Labor Relations:
Employees and labor relations work
together to assist both employees and
supervisors on the interpretation and
Implementation of policies and the staff
handbook directives as well as
investigation and responding to other
complaints.

Ø Employees Rights and Privacy:

Employees privacy and rights are the
rules that limit how extensively an
employees can search possession or
person monitor their action.

Ø HR Policies: These are the written

source of evidence on how a wide
range of issues should be handled
within an organization.

Ø Union/Management Relations:
Through collective bargaining and
other formal and informal means of
interact unions and employees
establish the wages, and working
condition.