Activities of HRM

Major HR Management Activities
1. Strategic HR Planning and Analysis
a) HR Planning
b) Job Analysis : Information is the basic material used by an industry for many kinds of job related planning. Nature of job information varies from industry to industry, from department to department and from purpose to purpose. Information used for job analysis must be accurate, timely and tailor made. According to N.R Chatterjee, job analysis is the process of determining by observation and study and reporting pertinent information related to the nature of a specific job. Dale Yoder defined as the method used to determine what types of manpower are needed to perform the jobs of the organization.

2. Equal Employment Opportunity (EEO)
a) Compliance
b) Diversity
c) Affirmative Action

3. Selecting and Hiring Employees
a) Job Analysis
b) Recruiting : Recruiting is a ‘linking function’ joining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourages the former to apply for a job with the latter. The objective of recruitment is to develop a group of potentially qualified people. To this end, the organization must project the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for non qualified persons to self select themselves out.

c) Selection : To select is to choose. Selection is a screening process. It is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individuals who can most successfully perform the job from the pool of qualified candidates. Selection starts after the recruitment process is over and job application has been received.

4. Paperwork and Orientation

5. Training and Development
a) Orientation
b) Training : Training involves the change of skills, knowledge, attitudes, or behavior of employees. Although training is similar to development in the methods used to affect learning, they differ in time frames. Training is more present-day oriented, its focus is on individual’ current jobs, enhancing hose specific skills and abilities to immediately perform their jobs. Training is job specific and is designed to make employees more effective in their current job. Employee development, on the other hand, generally focuses on future jobs in the organization.
c) Employee Development
d) Career Planning
c) Performance Management

6. Compensation and Benefits
a) Wages /Salary /Administration
b) Incentives
c) Benefits

7. Performance Appraisal : After an employee has worked on a job for a period of time, his performance should be evaluated. Performance evaluation is the process of deciding how an employee does his job. Performance here refers to the degree of accomplishment of the tasks that make up an employee’s job. It indicates how well an individual is fulfilling the job requirements.

8. Health, Safety, & Security
a) Health
b) Safety
c) Security

9. Managing Legal Issues
a) HR Policies
b) Employee rights and Privacy
c) Union/ Management Relation
d) Company policies and legal issues

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