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HRM Functions

Operative or Service Functions: these functions are also know as Service Functions. They are Procurement: The number of employees required, their educational & Technical qualifications. It would be able to get right persons for the various jobs. Development: Development of the employees by improving their working capacity & increasing their skill. It will also give job description to the employees.

Promotion, Transfer & Termination: Work Performance is evaluated. Undertaking steps to reduce labor turnover. Compensation: It is concerned with securing sufficient & Equitable remuneration to the employees.

HRM Functions Cont..


Integration: It is concerned with making efforts to effective understanding of individual, organization and social interest. The grievances of the employees should redressed at the earliest. Welfare Activities: Provision of medical facilities & Restaurant. Minimizing the accidents & dangers at work place. Maintenance: It is concerned with maintaining good, healthy working conditions.

HR Processes

1.Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). 2.Employee remuneration and Benefits Administration 3.Performance Management. 4.Employee Relations.

HRM Vs HRD 1. HRM is concerned with managing people at work at all levels. HRD is continuous on-going development which improves HRM 2. HRM is concerned with recruitment, rewards among others while HRD is concerned with employee skills development.

3. HRM functions are mostly formal while HRD functions can be informal like mentorships. 4. HRM Concentrates on individual whereas HRD concentrates on both individual & Organization. 5. HRD is centre of HRM, but both HRM & HRD are interdependent.

Role of HR Manager
The key HR Manager responsibility areas to make HR role effective is constantly evolving based on the life stage of the business and organization. As HR Managers, the deliverables are quite different.

Duties & Responsibilities of HR Manager Recruiting and Interviewing:

The human resources manager works with executive management to ensure the most appropriately qualified employees are positioned in the most appropriate roles. When hiring needs arise, they develops a job description. They also performs background checks, contacts references and invites other executives to be part of the interview process to ensure a good fit with a new employee.

Contd
Hiring and Firing:

When a new employee is hired, the human resources manager draws up the necessary contractual paperwork and asks the employee to fill out pertinent tax documentation forms. When an employee quits or is fired, the manager conducts an exit interview, issues a final paycheck and makes arrangements to file final tax paperwork on the employee's behalf.

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Orientation and Training: Unless the company has a training manager on staff, the human resources manager is responsible for conducting new employee orientation.
This involves going through an employee manual and introducing the new employee to fellow staffers.

Salary and Benefits: The human resources manager is involved in salary

negotiations. They also oversee company benefits, helping employees select appropriate options and explaining coverage terms.

To set-up an HR Department in an Organization

What company expects from HR

Balance Forces

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To facilitate the alignment of human capital with organizational goals.

HR MISSION

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The Building blocks of HR

HUMAN RESOURCES

HUMAN RESOURCE PLANNING

ORGANIZATION/ JOB DESIGN

SELECTION & STAFFING

PERSONAL MANAGEME NT

PERSONAL RESEARCH & INFORMATIO N SYSTEM

COMP&BEN

EMP ASSISTANCE

TRAINING & DEVELOPMENT

PERFORMANCE MANAGEMENT

ORGANIZATION DEVELOPMENT

HUMAN RESOURCES HUMAN RESOURCE PLANNING ORGANIZATION/ JOB DESIGN SELECTION & STAFFING PERSONAL MANAGEMENT COMPLAINCE ISSUES,POLICIES PROCEDURES
PERSONAL RESEARCH & INFORMATION SYSTEM

COMPLAINCE ISSUES,POLICIES PROCEDURES

INTERNAL COMMUNICATION

EXTERNAL COMMUNICATION

GRIEVANCE RESOLUTION

INTERNAL COMMUNICATION EXTERNAL COMMUNICATION

COMP&BEN
EMP ASSISTANCE GRIEVANCE RESOLUTION TRAINING & DEVELOPMENT PERFORMANCE MANAGEMENT ORGANIZATION DEVELOPMENT

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HR Planning
Planning for Future Balance by comparing the number of needed employees to the number of present employees who can be expected to stay with the organization, which leads to experienced and capable personnel. Planning for recruiting or laying off employees. Planning for the development of the employees to be sure the organization has a steady supply of experienced and capable personnel.
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Organization / Job design


Defining how tasks, authority and systems will be organized and integrated across organization units and the individual jobs.

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Selection and staffing


Job descriptions, selection tools, mode of selection, background checks to be designed. Internal and external recruitment policies to be designed. Templates of appointment letter, offer letter and reference forms to be introduced. Recruitment manual to be made.

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Personnel Management
Determine the compliance issues - wages and hours of work, leaves of absence including maternity leaves, harassment, and others. Policies and procedures manual- cover everything from establishing the company as an at-will employer to benefits. Employee files- Application for Employment form or resume, any insurance forms that the employee may have signed, and performance appraisals. Recordkeeping - HRIS, confidential records, other forms to be maintained.
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Employee handbook to be designed compliance with state regulations and that the policies and the way they are written are in the best interests of the company. Check if basic policies are in place. These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Check if there is a balance between stated corporate and employee rights and obligations. Ensure all the required postings, forms, and documentation required by the respective governmental agencies Canteen- Coupons , contractor details, budget for canteen and other forms to be kept in place.
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Contd

Personal research & Information system


Information function- Changes in policies, changes in benefits, even changes in laws must be communicated to all employees.
Employee communications - handbook, newsletter, recognition programs, announcements, electronic communication. Internal communications -policies and procedures, management development, management reporting.
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Compensation & Benefits


Compensation - methods, consistency, market to be designed. Mandated benefits like PF, ESI,Gratuity, worker's compensation has to be planned. Optional group benefits i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks to be designed. Payroll (i.e. internal vs. external options, compliance) needs to assessed and maintained.
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Employee Assistance
Employee relations - labor agreements, disciplinary procedures, employee recognition, providing personal problem solving, counseling to individual employees. Union/ Labor relations- ensuring healthy union/organization relationships. Safety and health of employee.

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Training and Development Introduction, training, staff development, reimbursement, career planning, succession planning, sabbaticals need to kept in place. Templates for training calender, training modules and proposals to be designed.

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Performance Management
Performance appraisal, performance evaluation, competency mapping ..etc to be maintained. The necessary templates such as appraisal form, competency mapping form needs to be kept in place. Keep a check on absenteeism, tardiness, turnover, poor quality, missed deliveries, and poor productivity.
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Organization Development

Assuring healthy inter, intra-unit relationships and helping groups initiate and manage change. Managing change during mergers , acquisitions, recession ..etc.
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Importance of HRM
Importance of HRM can be discussed at four levels. Importance for Corporate or Enterprise as follows o Utilizing effectively the available human resources. o Creating right attitude among the employees through motivation & participation. o Attracting & retaining the required talent through effective human resource planning.

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Ensuring that enterprise will have in future a team of competent & dedicated employees. Hence the capabilities of employee must be acquired, sharpened & used continuously. Social Importance: o This helps to enhance their dignity by satisfying their social needs. o Maintaining a balance between the jobs available & the job seekers.

Contd..
Eliminating waste or improper use of human resource through conversion. Making maximum utilization of the resource in an effective manner. Professional Importance: o Proper management of human resource helps to improve the quality of work. o It encourages teamwork among employees by providing a healthy working environment.

Contd
Providing maximum opportunities for personal development. Providing healthy relationships between different work groups. Improving the employees working skills and capacity.

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