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Functions of Human Resource Management

Human resource management involves managerial, operative, and advisory functions. The managerial functions include planning, organizing, staffing, directing, and controlling human resource activities. The operative functions are recruitment, training, performance evaluation, compensation, and industrial relations. Finally, the advisory functions are providing guidance to top management and department heads on human resource programs, policies, and issues.

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63 views3 pages

Functions of Human Resource Management

Human resource management involves managerial, operative, and advisory functions. The managerial functions include planning, organizing, staffing, directing, and controlling human resource activities. The operative functions are recruitment, training, performance evaluation, compensation, and industrial relations. Finally, the advisory functions are providing guidance to top management and department heads on human resource programs, policies, and issues.

Uploaded by

shriram singh
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Functions of Human Resource Management

Managerial function Operative Functions Advisory Function


➢ Planning ➢ Recruitment / ➢ Advise to the top
Employment management
➢ Organizing ➢ Training and ➢ Advise to the
Development departmental
management / heads
➢ Staffing ➢ Performance
Appraisal
➢ Directing ➢ Compensation
management
➢ Controlling ➢ Industrial relation
➢ Co - ordinating ➢ Personnel record
➢ Budgeting

MANAGERIAL FUNCTIONS:
The Human Resource Manager is a part of the organizational management. So he must perform
the basic managerial functions of planning, organizing, directing, and controlling in relation to
his department. These functions are briefly discussed below:
1. PLANNING :
For a human resource manager , planning means the determination of personnel programs
that will contribute to the goals of the enterprise, i.e ., anticipating vacancies, planning job
requirements , job descriptions and determination of the sources of recruitment .The process
of personnel planning involves three essential steps. Firstly , a supply and demand forecast
for each job category is made. Secondly, net shortage and excess of personnel by job
category are projected for a specific time horizon. Finally , plans are developed to eliminate
the forecast shortages and excess of particular categories of human resources.
2. ORGANISING :
The organization structure basically includes the following:
• Grouping of personnel activity logically into functions or positions.
• Assignment of different functions to different individuals.
• Delegation of authority according to the task assigned and responsibilities involved.
• Co- ordination of activities of different individuals.
3. DIRECTING:
The direction function of the personnel manager involves encouraging people to work
willingly and effectively for the goal of the enterprise. The personnel manager can
motivate the employees in an organization through career planning, salary administration,
ensuring employee morale, developing cordial relationships and provision of safety
requirements and welfare of employees.

4.CONTROLLING:
Controlling completes the cycle and leads back to planning. It involves the observation and
comparison of results with the standards and correction of deviations that may occur . controlling helps
the personnel manager to evaluate and control the performance of the personnel department in terms
of various operative functions. It involves performance appraisal , critical examination of personnel
records and statistics and personnel audit.

OPERATIVE FUNCTIONS :
The operative functions are those tasks or duties which are especially entrusted to the human
resources or personnel department. These are concerned with employment , development ,
compensation , integration and maintenance of personnel of the organization.
1. EMPLOYMENT – The first operative function of the human resource is the employment
of proper kinds of number of persons necessary to achieve the objectives of the
organization. This involves recruitment , selections , placement etc of the personnel. Before
these processes are performed it is better to determine the manpower requirements both in
terms of number and quality of the personnel.

2. TRAINING AND DEVELOPMENT - Training and development of personnel is follow


of the employment function. It is a duty of management to train each employing properly
to develop technical skills for the job for which he has been employed and also to develop
him for the higher jobs in the organization. Proper development of personnel is necessary
to increase their skills in doing their jobs and in satisfying their growth needs.

3. COMPENSATION – This function is concerned with the determination of adequate and


equitable renumeration of the employees in the organization for their contribution to the
organizational goal. The personnel can be compensated both in terms of monetary and non-
monetary rewards. Factors which must be born in minds while fixing the renumeration of
personnel are their basic needs , requirement of jobs , legal provisions regarding minimum
wages .capacity of the organization to pay wage level afforded by the competitor etc.
4. PERSONNEL RECORDS – The human resource or personnel departments maintains the
record of the employee working in the enterprise . it keeps full record of their training ,
achievement, transfer , promotion etc. It also preserves many others record relating to the
behaviour of personnel like absenteeism and labor turnover .

5. INDUSTRIAL RELATION- The responsibility of maintaining good industrial relation is


mainly discharged by the human resource managers . The human resource managers can
help in collective barganing joined consultation and settle of disputes if the need arises.
This is because of the fact that he is possession of full information relating to personnel
and has the working knowledge of various labors enactments.

ADVISORY FUNCTION:

Human Resource Manager has specialised education and training in managing human
resources. He is an expert in his area and so can give advise on matters relating to human
resource of the organization.

1. ADVISE TO TOP MANAGEMENT – Personnel manager advises the top


management in formulation and evaluation of personnel programs, policies and
procedures. He also gives advise for achieving and maintaining good human relations
and high employee morale.
2. ADVISE TO DEPARTMENTAL HEADS – Personnel manager offers advise to the
heads of various departments on matters such as manpower planning, job analysis, and
design, recruitment and selection, placement, training, performance appraisal, etc..

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