Functions and

Activities of
HRM
Prepared by:
SHARON FAJILAGUTAN~GEROQUIA
Human Resource management is
the body of knowledge and a
set of practices that define
the nature of work and
regulate the employment
relationship. HRM is the
function within an organization
that focuses on recruitment,
management and providing
direction for the people who
work in the Organization.
Five Functional Areas:
3.1 Staffing
deals with obtaining people with
appropriate skills, abilities, knowledge
and experience to fill jobs in the work
organization.
Pertinent practices are:
HR PLANNING> process for
determination and assuring that
organization will have adequate
number of qualified persons
available at proper times,
performing jobs which would
meet needs of the organization
and provide satisfaction for
persons involved.
JOB ANALYSIS > study and collection of
information relating to the operations
and responsibilities of a specific job.
- Collection of data, facts and ideas
relating to various aspects of jobs
including men machine and materials.
- Preparation of job description and
employee specification w/c help in
identifying the nature and levels of HR.
- Providing guides, plans and basis for job
design and for all operative function of
HRM.
RECRUITMENT > process of searching
prospective employees and stimulating
them to apply jobs in an Organization
- Identification of existing sources of
applicants and developing them
- Creation of new sources of application
- Stimulating the candidates to apply for
jobs in an Organization.
- Striking a balance between internal and
external source.
SELECTION > process of
ascertaining the qualifications,
experiences, skills, knowledge
skills of an applicant with a view
to appraising her/his suitability
to a job appraising
PLACEMENT > assigning the
selected candidate with most
suitable job in terms of
requirements.
3.2 Rewards
Involves the design and administration of
reward systems to encourage employee
cooperation and commitment. Practices
include job evaluation, performance appraisal,
and benefits.
Compensation- process which inspires
people to give their best to the Org. through
the intrinsic and extrinsic rewards.
3.3 Employee Development
Is analyzing training requirement to
ensure that employees posses the
knowledge and skills to perform
satisfactorily in their jobs or to advance in
the Org. Performance appraisal can identify
employee key skills and “competence”.
• Training > continues process in learning
skills for improving, changing and
developing skills, knowledge creative
ability, aptitude, attitude and values of an
employee. The aim is to improve the
skills and performance of the employee.
3.4 Employee Maintenance
Is the administration and
monitoring of workplace, safety,
health and welfare policies to retain a
competent workforce and comply
with statutory standards and
regulations.
3.5 Employee Relations
A range of employee
involvement/participation schemes in
Union or Non-Union workplaces. In a
union environment, it is also includes
negotiations between management and
union representatives over decisions
affecting the employment contract.
 HRM Functions and Activities
1. Understanding and relating to
employees as individuals, thus
identifying individual needs and
career goals.
2. Developing positive interactions
between workers, to ensure
collated and constructive
enterprise productivity and
development of a uniform
organizational culture.
3. Identify areas that suffer lack of knowledge
and insufficient training, and accordingly
provide remedial measures in the form of
workshops and seminars.
4. Generate a rostrum for all employees to
express their goals and provide the necessary
resources to accomplish professional and
personal agendas, essentially in that order.
5. Innovate new operating practices to minimize
risk and generate an overall sense of
belonging and accountability.
6. Recruiting the required workforce
and making provisions for expressed
and promised payroll and benefits.
7. Implementing resource strategies
to subsequently create and sustain
competitive advantage.
8. Empowerment of the organization,
to successfully meet strategic goals
by managing staff effectively.
9. The human resource department
also maintains an open demeanor
to employee grievances.
Employees are free to approach
the human resource team for any
conceived query or any form of
on-the-job stress that is
bothering them.
10. Performance of employees is
also actively evaluated on a
regular basis. These are checks
conducted by the HR to verify
and thereby confirm the validity
of the employees actual
performance matching the
expected performance.
11. Promotions, transfers or expulsion of services
provided by the employee are some duties that
are enforced by the human resource department.
Promotions are conducted and are predominantly
based on the overall performance of the
individual, accompanied by the span or tenure he
has served the organization.
12. Looks at the possibilities of the
employee from one job to another,
maintaining the hierarchy in the
company and considering the stability
of post and the salary obtained over
a period of time.
HRM activities
-Recruitment Management
-Workforce Planning
-Induction Management
-Training Management
-Performance Management
-Compensation & Benefits
-Attendance Management
-Leave Management
-Benefits Management
 -Overtime Management
-Pay slip Distribution
-Timesheet Management
-Employee Information/ Skill
Management
-Employee Survey
-Exit Interviews & Process
-Health & Safety
 These activities may vary
from one workplace to another.
Large workplaces are more likely
to employ at least one
HRM/personnel. Large org. might
divide HRM activities among
several managers; one specialist
for recruitment and selection,
and one for employee trainings
and development.
HRM functions and activities are
the heart of the organization.
Getting the right people to do
the right job and in the right
places will go a long way to
ensure the overall achievement
of the goals of the organization.
Therefore, the functions must
be well towards excellence.
 ~The end~
THANK YOU!!!