General functions of HRM

functions-of-hrmHuman Resources Management functions are concerned with a variety of activities that significantly influence all areas of an organization.Human resources managers and  academics have debated for some time the point at which human resource management ends and other functional management begins. These functions are given below: 

# Formulation of Human Resource Policies: Human resources manager should plan for appropriate human resource policy in the organization and try to formulate it.

# Recruitment of skilled human resource: Another most important function is to procure efficient employees from the
different sources. Not only that selection of human resources is also important functions of HRM. Only procurement and selection of human resource can not help achieve the goal of HRM.

# Selection and posting of human resources: After recreating efficient employees, the third step is to give them proper guidance and place them correctly, so that they can work comfortably and for the achievement of organizational goals as per desire of the management. Proper guidance and placement can encourage human resources to perform their assignments.

# Job analysis and description: Job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities and account-abilities of a job. This analysis’ involves the identification and description of what is happening in the job.

# Promotion and transfer: The fifth step is promotion and transfer of the employees according their skill and performance in right places. Employees deserve it after a few years. Similarly, employees may be transferred as per need of the organization or desire of the employees.

# Orientation and socialization: Through orientation background information about the firm is given to the employees and executives. By the socialization process employees and executives are given some guidelines so that they can adjust themselves with organizational environment.

# Training and development: After recruiting and placing, the next step is to train and develop the human resource collected recently. There are different methods of training and development. Training and development means changing what employees know how they work, their attitudes towards their work, or their interaction with their co-workers or supervisors.

# Carer planning and development: Human resources managers should try to plan for the development of career of its human resources. Career means pattern of work related experience throughout the span of a person’s life. Career development looks at the long term career effectiveness and success of organizational personnel.

# Job evaluation: Without job evaluation efficiency cannot be judged. Therefore, the employees’ role should be evaluated to place them at the proper place of pay structure.

# Performance appraisal: Performance appraisal is a process of systematic evaluation of work related performance of employees of selecting them for benefit packages.

# Remuneration: Workers come to work in the organization for getting remuneration. Without it, human resources can’t work. The human resources should be given reasonable remuneration to work properly.

# Providing benefits and incentives: For getting co-operation from the human resources the human resource managers should provide those benefit packages and incentives.

# Handling grievances: Human resources managers should handle all sources of grievances placed before them tactfully and carefully. Indiscipline and unrest may be corrected through proper handling of grievances.

# Maintaining discipline: Discipline is essential for an organization to work properly. Human resources managers should take proper disciplinary actions indiscriminately when indiscipline arises. This is a must to ensure discipline and protect indiscipline.

# Workers’ participation: Present are is democratic. Workers’ participation is an essential; condition for talking decision and formulation rules and regulation. Worker participation ensures uninterrupted formulation and implantation of decisions.

# Labor management relations: There is a need for good and harmonious employer and employee relations. Historically, the relationship between labor and management was built on conflict. A good labor management relation is a must for organizational pace as well as work environment.

# Reduction of dispute: Under this function settlement of dissatisfaction among the employees is done by Human resources manager with a view to bring and maintain industrial place.

# Managing trade unions: A trade union is very powerful in the industrial context. With satisfying the trade union leaders, the human resources managers can’t run the organization properly. That is why acceptable agreement with the trade union leaders is needed.

# Collective bargaining: through collective bargaining Human resources managers tries to settle disputes of employees with the management and gain reasonable benefits.

# Maintenance of Working environment: Maintenance of working environment is a must for every organization. Maintaining a healthy work environment is not only a proper thing to do but it also benefits the employer, like increased productivity, increased positive attitude towards their organization etc.

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