Human Resource Management:
1. Human resource or manpower planning.
HRP determines as to how many and what type
of personnel will be determined by the jobs
which need to be staffed. Job-related
information is, therefore, necessary for HRP.
2. Recruitment, selection and placement of
personnel. Different sources of manpower
supply are tapped. The applications of various
applicants are screened and the selected
applicants are required to take certain
employment tests, Those found successful are
asked to appear in the final interview.
3. Training and development of employees.
. train each employee properly to develop
technical skills for the job for which he has
been employed and also to develop him for
the higher jobs in the organization.
4. Appraisal of performance of employees.
Performance appraisal involves assessment of the
actual performance of an employee against what
is expected of him/her. Such assessment is the
basis for awarding promotion, effecting transfers
or assessing training needs.
5. Remuneration of employees. Wage and Salary administration:
This function is concerned with the determination of adequate and
equitable remuneration of the employees in the enterprise. The sub-
functions concerned with the determination of equitable wages
include the followings
(a) Job evaluation to determine worth of various jobs in terms of money.
(b) Comparing the wages of the enterprise with those in the Industry and
remove inconsistencies if any.
(c) Formulation of policies regarding pension plans, profit sharing plans.
non-monetary benefits, etc.
6. Good Working Environment: It Is the responsibility of personnel
department to provide good working conditions to the employees.
These include drinking water facilities, bath-room facilities, hygienic
environment, good lighting, safety of employees. etc. Working
conditions certainly Influence the motivation and morale of the
7. Welfare Activities: These activities relate to the physical and social
well-being of the employees and their families. They Include provision
of medical facilities and first-aid box, provision of rest-room, creche,
recreation, education of children, canteen, etc., employee
counselling, housing, group Insurance, etc.
8. Human Relations In most of the big organizations, the HR managers
help in collective bargaining, joint consultation and settlement of
disputes, whenever they arise. It is Important to point out that the
responsibility of fulfilling the requirements of various labour laws like
Factories Act. Industrial Disputes Act, etc., also rests with the
9. Grievance handling: He helps in laying down the grievance
procedure to redress the grievances of the employees.The personnel
manager can do a great deal in maintaining industrial peace in the
organisation as he is responsible for setting various committees on
discipline, labour welfare, safety, grievance. etc. He helps in laying
down the grievance procedure to redress the grievances of the
10. Records and Statistics: The records and statistics about the
workforce are important for various reasons.
Firstly, they help in taking decisions relating to transfer and promotion.
Secondly, they help in performance appraisal of the employees.
Thirdly, they reveal the human resource talent available with the
organisation. Finally, they help in identifying the weaknesses in the
employees and the areas in which they need training.
It is the duty of the personnel department to maintain records of the
employees working in the enterprise. It keeps full records about their
training, achievements, transfer, promotion. etc. It also preserves many
other records relating to the behaviour of personnel like absenteeism
and labour turnover and the personnel programmes and policies of
11. Reviewing and auditing manpower management The
HR managers audits the organization to determine
the organization gaps and the needs of manpower
Role Analysis for job occupants.
Quality Circle, Organization development and Quality of Working
Potential Appraisal. Feedback Counseling
ROLE OF HR MANAGERS IN THE CHANGING
Labour participation and collective bargaining
Humanitarian role: Reminding moral and
obligation to employees.
Counsellor: consultations to employees about
martial, health, mental, physical and career
Mediator: playing the role of a peacemaker during
disputes, conflicts between individuals and group
Spokesman: To represent the company in Media
and other forums because he has better overall
picture of his company’s operations.
Problem solver: Solving problem of overall human
resource management and long term
Change Agent: Introduction and implementing
institutional changes and installing organizational
Management of Manpower Resources: Broadly
concerned with leadership both in the group and
individual relation and labour management