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Whitehouse MBA HRM: Fundamental Functions of HRM

Human resource management involves attracting, developing, and retaining qualified employees to achieve organizational objectives. The three main objectives of HRM are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs. HRM policies and practices include recruiting, training, rewarding, and evaluating employees. The functions of HRM are managerial functions like planning, organizing, staffing, directing, and controlling as well as operative functions such as procuring employees, developing their skills, motivating them through compensation, maintaining employee welfare, integrating employee and organizational goals, and addressing emerging issues.

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70 views13 pages

Whitehouse MBA HRM: Fundamental Functions of HRM

Human resource management involves attracting, developing, and retaining qualified employees to achieve organizational objectives. The three main objectives of HRM are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs. HRM policies and practices include recruiting, training, rewarding, and evaluating employees. The functions of HRM are managerial functions like planning, organizing, staffing, directing, and controlling as well as operative functions such as procuring employees, developing their skills, motivating them through compensation, maintaining employee welfare, integrating employee and organizational goals, and addressing emerging issues.

Uploaded by

Raju Teach Kaps
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Whitehouse MBA

HRM

Fundamental functions of HRM


Human resource management - function of
attracting, developing, and retaining enough
qualified employees to perform the activities
necessary to accomplish organizational
objectives. Three main objectives:

1) Providing qualified, well-trained employees for


the organization.
2) Maximizing employee effectiveness in the
organization.
3) Satisfying individual employee needs through
monetary compensation, benefits,
opportunities to advance, and job satisfaction.
Definition
• What Is Human Resource Management
(HRM)?
– The policies and practices involved in carrying out
the “people” or human resource aspects of a
management position, including recruiting,
screening, training, rewarding, and appraising.
(Dessler)
Nature of HRM
• Concerned with managing people
• Concerned with employee both as individual as well
as group
• Concerned with helping employee to develop their
potentialities
• Concerned with developing the maximum
satisfaction of employees
• It is continuous in nature
• Directed towards achievement of objectives
• Universal existence
Fu n c t i o n s

Managerial

Operative
Managerial
• Planning
• Organizing
• Staffing
• Directing
• Controlling
Functional
1. Procurement function: The first operative
function of personnel management is
procurement. It is concerned with procuring
and employing people who possess necessary
skill, knowledge and aptitude. Under its
purview you have job analysis, manpower
planning, recruitment, selection, placement,
induction and internal mobility. 
2. Development: It is the process of improving,
moulding, changing and developing the skills,
knowledge, creative ability, aptitude, attitude,
values and commitment based on present and
future requirements both at the individual’s
and organisation’s level.
3. Motivation and compensation: It is a process
which inspires people to give their best to the
organisation through the use of intrinsic
(achievement, recognition, responsibility) and
extrinsic (job design, work scheduling,
appraisal based incentives) rewards.
4. Maintenance: It aims at protecting and
preserving the physical and psychological
health of employees through various welfare
measures.
5. Integration function: This tries to integrate the
goals of an organisation with employee aspirations
through various employee-oriented programmes,
like redressing grievances promptly, instituting
proper disciplinary measures, empowering people
to decide things independently, encouraging a
participative culture, offering constructive help to
trade unions etc.
6. Emerging issues: Effective management of
human resources depends on refining HRM
practices to changing conditions. Hence the
need to look at other important issues that
can motivate people to give their best in a
dynamic and ever-changing environment.

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