Human Resource Management Introduction – Part 2

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Human resource Management encompasses activities which are designed to provide for and coordinate human resources of an organization. 

Functions of Human Resource Management

 

Managerial Functions Operative Functions
Planning Procurement
Organising Human Resource Development
Directing Compensation Management
Staffing Human Relations
Controlling  

 

Procurement Human Resource Development Compensation Management Human Relations
Job Analysis Performance Appraisal Job Evaluation Motivating Employees & Boosting Employee Morale
Human Resource Planning Training Wage and Salary Administration Developing Communication & Leadership Skills
Recruitment Management/ Executive Development Incentives Handling employee Grievances
Selection Career Planning & Development Bonus Formulating and implementing disciplinary procedures
Placement Organizational Development Fringe Benefits Counselling Employees
Induction & Orientation Social Security Measures Improving quality of work life
Providing Job Security and Satisfaction
Dispute Settlement
Collective Bargaining
Conflict Management

 

Managerial Functions:

(1) Planning: It involves –

  • Forecasting personnel needs
  • Planning for recruitment and selection
  • Planning for training and development programmes
  • Conducting an environmental and social audit
  • Analysing the political and legal environment

 (2) Organizing:

  • Maintaining human resource records
  • Placement of human resource
  • Delegating authority and responsibility
  • Personnel Audit

 Staffing:

  • Recruitment
  • Selection
  • Training and development

 Directing:

  • Supervision of human resource
  • Formulating work teams and groups

Controlling:

  • Setting working standards
  • Comparing Standard performance with Actual performance
  • Finding deviations in performance and the causes of deviations

 

Role of HR Manager 

A HR Manager carries out various types of roles for an organization which can be categorized as under:

  • Administrative Roles
  • Operational Roles
  • Strategic Roles

 

 Administrative Roles 

  • Policy Maker – Helps the management in formulation of policies regarding –               Talent acquisition and retention

Wage and salary administration

Welfare activities

Working conditions

Personnel policies etc.

  • Administrative Expert – He carries out the task of –

Maintaining employee files and HR database

Processing Employee benefits

Providing leave, transport and medical facilities

Reporting to top management

  • Advisor – He is responsible for advising, suggesting, counselling and helping the line manager in matters relating to grievance redressal, conflict resolution, employee selection and training.
  • Housekeeper – As a housekeeper he is responsible for recruiting, pre-employment testing, reference checking, employee surveys, time keeping, wage and salary administration, benefits and pension administration, wellness programmes etc.
  • Counsellor – He listens, advice and helps employees to solve their problems relating to work, career, supervisors, co-workers, health, family, financial matters etc.
  • Welfare Officer – He provides and maintains canteens, medical facilities, educational centres, clubs, libraries etc. on behalf of the company
  • Legal Consultant – He is responsible for implementation of labour laws, taxation laws and other government rules and regulations regarding human resource.

 

Operational Roles

  • Recruiter – He recruits new talent.
  • Trainer and Motivator – He trains and motivates employees.
  • Liaison officer  – He acts as the spokesperson for the organization while dealing with HR conflicts.
  • Mediator – Acts as a mediator between two employees, superiors and sub-ordinates, management and employees for maintaining organizational harmony.
  • Coordinator/Linking Pin – Acts as a linking pin between various division/departments of an organization.

 

Strategic Role 

  • Act as a Change agent
  • Maintain competitive advantage through its people
  • Attract, Acquire and Retain Talented Employees
  • Enhance Knowledge, Skills and Abilities of the employees
  • Ensure effective management of Human resources
  • Adjust to changing demands and expectations of the organization, employees and the environment
  • Deliver cost-effective and value enhancing solutions
  • Set work standards and decide appraisal criteria
  • Advice top management regarding workforce problems

 

Importance of Human Resource Management

(1) At Enterprise Level – Increase productivity and profits, Attract and retain the best people, Forecast short, medium and long term needs of the organization, Training people, Developing right attitude of the employees, Developing Loyalty and Commitment

(2) At Individual Level – Promote team work and team spirit, Offer growth opportunities to employees, Performance Appraisal of Employees, Boost Employee morale and motivation

(3) To the Society – Provides Employment opportunities to people, Connects Jobs seekers to Job providers, Raise the standard of living of the society

(4) At National Level – Exploitation of natural, physical and financial resources in an efficient way, Proving the right job to the right man, Helps to accelerate economic growth

 

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