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Lecture 3 - HR Functions

1. Human resource management functions can be classified into managerial functions and operative functions. 2. Managerial functions include workforce planning, organizing, directing, and controlling. 3. Operative functions ensure the right people are in the right jobs at the right time and include planning, recruitment and selection, learning and development, performance management, and reward management.

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Doan Gia Han
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46 views

Lecture 3 - HR Functions

1. Human resource management functions can be classified into managerial functions and operative functions. 2. Managerial functions include workforce planning, organizing, directing, and controlling. 3. Operative functions ensure the right people are in the right jobs at the right time and include planning, recruitment and selection, learning and development, performance management, and reward management.

Uploaded by

Doan Gia Han
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Lecture 3

HR Process and functions


Basic Functions of Human Resource
Management

Human Resource Management functions


can be classified in following three
categories.
1. Managerial Functions,
2. Operative Functions
Managerial Functions
Main functions and activities of HRM

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Work force Planning

Workforce planning is a process


of analysing the current
workforce, determining future
workforce needs, identifying the
gap between the workforce you
will have available and your
future needs, and implementing
solutions so that an organisation
can accomplish its mission,
goals, and strategic plan.

From https://www.cipd.co.uk/
Five Phases for Human Resources
Planning

1. Analyzing:
2. Forecasting: Demand versus supply
analysis.
3. Planning
4. Implementing
5. Evaluating: Feedback on effective of
outcomes
Organizing

• Organising is a process by which the structure and


allocation of jobs are determined.

• Staffing: This involves deciding what type of


people should be hired, recruiting prospective
employees, selecting apt employees, setting
performance standard, compensating employees,
evaluating performance, counselling employees,
training and developing employees.
Directing function

•Directing/leading is the process of activating


group efforts to achieve the desired goals.
•It includes activities like getting subordinates
to get the job done, maintaining morale
motivating subordinates etc. for achieving the
goals of the organisation.
Controlling

• It is the process of setting standards for


performance, checking to see how actual
performance compares with these set
standards, and taking corrective actions as
needed
Operative function

•The operative/service functions are those which are


relevant to specific department.
•These functions vary from department to department
depending on the nature of the department.
•It ensure the right people for right jobs at right times.
•These functions include: Planning, Recruitment &
selection, Learning & development, Performance
Management, Reward management, Employee
Relations.
Operative Functions
and Practices of HRM

HR strategy & PLANNING


– Strategic HRM (see chapter on HRM strategy)

FINDING & KEEPING


– Recruitment and Selection, and talent management
– Equal employment opportunity
– Staffing

GROWING PEOPLE
– Learning and development, Knowledge management, Organization development

MEASURING PERFORMANCE
– Performance management

REWARDING
– Reward management
– Employee well-being

BUILDING INTERNAL RELATIONS


– Employee relations
Mix of Roles for HR Departments
Roles of HR Management

Administrative
• Clerical administration, recordkeeping, legal paperwork and policy implementation
• Major shifts - Use of technology and outsourcing

Operational and Employee Advocate


• Cooperate with managers and supervisors
• Identify and implement needed programs and policies in the organization

Strategic
• Address business realities
• Focus on future business needs
• Fit between human capital and business plans and needs
Group work: HRM strategy
and functions

• Research the HRM strategy of a chosen company


• Point out if they apply HRM Cost leadership strategy or
Differentiation strategy
– Cost leadership: examples
– Differentiation strategy: what HRM policies, HRM practices
that are unique and different from other companies
– Showing the link between HRM strategy and Business
strategy
– What unique HRM practices of different functions:
PLANNING, FINDING & KEEPING, GROWING PEOPLE,
MEASURING PERFORMANCE, REWARDING, BUILDING
INTERNAL RELATIONS

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