HUMAN RESOURCE

MANAGEMENT

Dr. Ravinarayana K.S.

Assistant Professor
Department of Business Administration
VSK University, Ballari
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.
 Functions of HRM

Managerial Operative
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 Functions
Recruitment

Training & Development

Remuneration

Reward system

Motivation

Records and statistics

Industrial relations

Separation
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
with changes in the field
 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.
Records 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
Separation
 Ensure the release of retirement
benefits
 Requirements of the employee
Thank You