Different Functions of HRM

1) Formulation of H.R. Policies: H.R manager should plan appropriate human resource policy in the organization and try to formulate it.

2) Procurement and selection of efficient employees:

3) Guidance and placement:

4) Training and development: After recruiting and placing the employees in the right place the next step is to train and develop the Human Resources collected recently. There are different method of training and development. “Training and Development means changing what employees know, how they work, their attitudes toward their work, or their interaction with their co workers or supervisors.

5) Promotion and Transfer: It is an incentive for the employees & necessary for the organizational improvement.

6) Job Analysis: Job Analysis is a systematic exploration of the activities within a job. it is a technical procedure used to define the duties, responsibilities and accountabilities; of a job. this analysis involves the identification and description of what is happening on the job.

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

8) Protection of Employees: Employees should be well protected. Without safety measure the human resources of the organization will not perform well/properly. Although safety is everyone’s responsibility, it should be part of the organizations culture; Top Mgt. must show its commitments to safety by providing resources to purchase safety devices and maintaining equipment.

9) Remuneration: Workers come to work in the organization for getting remuneration. Without remuneration Human resources cannot work. The human resources should be given provided reasonable remuneration to work properly.

10) Employee services: They will be given service ‘packages to work properly.

11) Job and Merit evaluation: Without job evaluation efficiency cannot be judged.

12) Labor management relation: There is a need for good and harmonious employer employee relation. Historically the relationship between labor and Mgt. was built on conflict. There are various reasons for bad human relations and number of ways to increase it. We should try to decrease the bad human relation and increase good human relation.

13) Workers Participation: Present age is democratic. Workers participation is an essential condition for taking decision and formulating rules and regulations. Because workers are the only source of energy for implementing organizational policies and operating machines and equipment and achieve organizational goal.

14) Agreement with Trade Unions: T.U. is very powerful in the industrial context. Without satisfying the T.U. leaders the H.R. managers cannot run the org. properly. That is why acceptable agreement with the T.U. leaders is needed.

15) Leadership and co operation: Without good leader an org. cannot run properly. It should be guided for ensuring co operation. Without co operation a leader cannot proper utilize the resources easily.

16) Providing benefits and rewards’: For getting co¬operation from the Human resources the H.R. managers should provide them benefit packages and benefits.

17) Maintaining discipline: Discipline is essential for and organization to work properly. H.R.M. manager .should take proper disciplinary action indiscriminately when indiscipline arises.

18) Career Planning and Development: H.R. Manager should try to plan for the development of career of its H.R’s. Career means the pattern of work related experiences than span the course of a personal life. Career development looks at the long term career effectiveness and success of organizational personnel.

19) Handling Grievances: HR managers should handle all source of grievance placed before them fact fully and carefully. Indiscipline and unrest may be corrected.

20) Reviewing employee needs: HR managers must monitor the employee needs time to time and try to satisfy the needs of employees.

Share This Post

Related Articles

© 2024 Human Resource Management. All rights reserved. Site Admin · Entries RSS · Comments RSS
Powered by HRM Practice · Designed by HRM Practice