Human ResouRce management

Function
Presented By : Naveed Khaskheli Institute : Dadabohy (DIHE)
Submitted to : Sir Rameez Mehmmod Program : MBA-Finance
Semester : Spring 2014
Functions of HRM

Managerial
Managerial Operative
OperativeFunctions
Functions
Functions
Functions Procurement
Procurement
Planning
Planning  Development
Development
Organizing
Organizing Compensation
Compensation
Staffing
Staffing Maintenance
Maintenance&&
Directing
Directing Motivation
Motivation
Controlling
Controlling Integration
Integration
Planning
• Planning

 Current Assessment
 Meeting Future HR Needs

• Establishing goals and objectives to be achieved

• Developing rules and procedures
• Determining plans and forecasting techniques
Organizing

• Organizing

• Establishing departments and divisions

• Delegating authority to the members
• Establishing channels of authority and communication
• Creating a system to coordinate the works of the members
Staffing

• Staffing
• Determining the type of people to be hired
• Recruiting prospective employees and selecting the best ones from
them
• Compensating the employees
• Training and developing the employees
• Setting performance standards and evaluating the employees’
performance
• Counselling the employees
Directing
• Directing
• Getting work done through subordinates
• Ensuring effective two-way communication for the exchange
of information with the subordinates
• Motivating subordinates to strive for better performance
• Maintaining the group morale
Controlling
• Controlling 

• Establishment of standard performance
• Measurement of actual performance
• Comparison of actual performance with the standard one to 
find the deviation
• Initiation of corrective actions, if there are any deviations
Operative Functions

• Staffing is one of the managerial functions. But this function is normally 
performed by the HR managers for all the departments of the firm. In 
most organizations, the HR department establishes personnel policies 
and coordinates the HR functions of all the departments. This function is 
also called the operative function or HRM function. It includes, amongst 
others, the processes of hiring, training, compensating, appraising and 
retaining employees, and attending to their labor relations, health and 
safety.
Procurement
• Procurement   
• Job analysis: It is the process of collecting information relating to the operations and responsibilities 
pertaining to a specific job.
• Human resources planning: It is a process of determining and assuring that the organization will 
have an adequate number of qualified persons, available at proper times, performing jobs which would 
meet their needs and provide satisfaction for the individuals involved. 
•   Recruitment: It is the process of searching for prospective employees and stimulating them to apply 
for jobs in the organization. 
• Selection: It is the process of ascertaining qualifications, experience, skill and knowledge of an 
applicant with a view to appraising his/her suitability to the job in question.
• Placement: It is the process that ensures a 360º fit, matching the employee’s qualifications, 
experience, skills and interest with the job on offer. It is the personnel manager’s responsibility to 
position the right candidate at the right level.
• Induction and orientation: Induction and orientation are techniques by which a new employee is 
rehabilitated in his new surroundings and introduced to the practices, policies, and people. He must be 
acquainted with the principles which define and drive the organization, its mission statement and 
values which form its backbone.
• Internal Mobility: The movement of employees from one job to another through transfers and 
promotions is called internal mobility. 
•
Development
• Development   t here refers to both employees’ training and 
management development. HR managers are responsible for 
conducting and supervising training and development program for 
employees. 
  Compensation 
• Compensation refers to the determination of the pay scale 
and other benefits for the employees. Establishing and 
maintaining the pay system of an organization is one of the 
principal jobs of the HR managers. 
 Direct & Indirect  
Compensation  
Box 1.4 Mobile Working at IBM

One of the ways companies retain their employees is by offering them 
flexible work schedules and the option of working from home. A company 
that has consistently been appreciated for this benefit is IBM. Some of 
IBM's workplace flexibility programs include individualized daily work 
schedules, flexible (or compressed) work-weeks, regular part-time, 
remote/mobile work options and mobility allowances. Employees are 
offered support services so that even if they work from home, they stay 
connected. Be it downloading files, checking and replying to mail, or 
linking to the electronic library, IBM workers can dial into the IBM 
network and get connected. People can opt to work at home in case of 
personal emergencies as well. In India, IBM has offered mobile work 
options since 2003.
 
Maintenance
•  Maintenance Function:

•  Activities in HRM related with the maintaining employees’ 
commitment and loyalty to the organization.
•  HRM must ensure that the work environment is safe, 
healthy, caring for employees and as per the government 
rules and regulations.
Box 1.5 HR and the Well-Being of Employees

One of the HR policies really appreciated by employees is that 
pertaining to their families’ health and safety. Increasingly, companies 
are providing life insurance and accident coverage that will help 
reassure their employees and give them a sense of security. Infosys is a 
good example. Starting from 2002, it has a tie-up with the Life 
Insurance Corporation of India that provides adequate coverage for all 
its employees. The coverage levels have substantially risen over the 
years, in tune with the overall Infosys social security and employee 
benefit initiatives. In 2008, the coverage amount was a record-breaking 
Rs. 240,000 million. As Mohandas Pai, the HR head of Infosys, said, 
“Infosys believes in providing adequate life, accident and medical 
insurance cover to its employees in a holistic measure.”
Motivation

External Rewards Internal Rewards

• Salary • Achievement
• Working conditions • Responsibility
• Benefits • Recognition
• Environment • Feedback
• Learning and growth
Integration

• Integration: This tries to integrate the goals of an organization with employee

aspirations through various employee-oriented program, like redressing grievances
promptly, instituting proper disciplinary measures, empowering people to decide things
independently, encouraging a participative culture, offering constructive help to trade
unions etc.
• Grievance redressal: A grievance is any factor involving wages, hours or conditions of
employment that is used as a complaint against the employer. Constructive grievance
handling depends first on the manager’s ability to recognize, diagnose and correct the
causes of potential employee dissatisfaction before it converts into a formal grievance.
•
Discipline: It is the force that prompts an individual or a group to observe the rules,
regulations and procedures, which are deemed necessary for the attainment of an
objective.
• Teams and teamwork: Self-managed teams have emerged as the most important formal
groups in today’s organizations. They enhance employee involvement and have the
potential to create positive synergy. By increasing worker interaction, they create
camaraderie among team members.
Questions & Comments
Thank You