Human Resource Management: Functions

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					     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
     personnel department.
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

12. Miscellaneous

     Role Analysis for job occupants.
     Job Rotation.
     Quality Circle, Organization development and Quality of Working
     Potential Appraisal. Feedback Counseling

   Challenges
   Recruitment ,selection
   Industrial relations
   Welfare facilities
   Manpower management
   Information
   Labour participation and collective bargaining
   Personnel policies
   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
    or management.
   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
    organizational planning.
   Change Agent: Introduction and implementing
    institutional changes and installing organizational
    development programs.
   Management of Manpower Resources: Broadly
    concerned with leadership both in the group and
    individual relation and labour management

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