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1.intro To HRM Functions of Human Resource Management

HRM

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Bright Kumwenda
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33 views17 pages

1.intro To HRM Functions of Human Resource Management

HRM

Uploaded by

Bright Kumwenda
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 PPTX, PDF, TXT or read online on Scribd
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Outcome 1

Key functions of
human resource
management
Introduction to Human Resource Management
Diploma in Human Resource Management Level 4
Bright Kumwenda
Definitions
• Human resource management (HRM) is a strategic, integrated and
coherent approach to the employment, development and well being of
the people working in organizations.
• Labour market is the sphere which labour is bought and sold, and in
which market concepts such as supply, demand and price operate
regard to human resource.
• Performance Management is an approach in which there is a dual
emphasis: on setting key accountabilities, objectives, measures,
priorities and time scale for the following review period and
monitoring, appraising and adjusting performance on an ongoing basis.
Definitions..
• Workforce refers to the total number of people who are employed in
a specific company, or working on a specific task.
• Employee or employment relations are concerned with generally
managing the employment relationship with particular reference to
terms and conditions of employment, issues arising from
employment, providing employees with a voice and communicating
with employees.
• Recruitment is the process of finding and engaging the people the
organization needs.
• Selection is that part of the recruitment process concerned with
deciding which applicants or candidates should be appointed to jobs.
Objective of HRM
1. The overall purpose of human resource management is to
ensure that the organization is able to achieve success
through people.
2. HRM aims to increase organizational effectiveness and
capability, the capacity of an organization to achieve its goals
by making the best use of the resources available to it.
HRM functions
There are three basic functions of HRM
a) Administrative
b) Operational
c) Strategic

Notice
The table on the next slide lists some processes, policies and
practices in the three functions.
HRM functions..
Administrative Functions Operational Functions Strategic Functions

1. Time keeping 1. Job analysis 1. HR planning


2. Discipline 2. Recruitment and 2. Competency
3. Record keeping (such as selection management (including
attendance, employee 3. Training attraction, retention and
records, etc.) 4. Employee development)
4. Compliance with laws, communication 3. Developing and
ruled and regulations. 5. Employee relations managing the
5. Pay and benefits organisation culture.
administration 4. Performance
management and reward.
5. Designing reward
systems (including
monetary and non-
monetary rewards)
HRM functions…
Strategic Functions

6. Aligning HR initiatives with According to ABMA


organizational mission and vision Focus on the following HRM functions,
7. Hames sing employee potential as an includes:
organizational asset.
1. Recruiting and selecting new staff.
8. Performance management and reward.
2. Training and developing the workforce.
3. Implementing policies to support
effective compliance with employment
law.
4. Performance management and
reward.
5. Employee relations and employee
engagement.
1. Recruiting and selecting new
staff.
HRM does a process whereby an organisation communicates
opportunities and information to the labour market in order to
attract the quantity and quality of potential employee it requires
to fulfill its human resource plan. The process of deciding which
candidate short-listed by the recruitment process are suitable is
called selection.
2. Training and developing the
workforce.
The HRM is responsible for training or coaching new starters,
both staff and line managers. They will learn on the job,
although this may be supplemented with special off the job
courses to develop particular skills or knowledge leading to
improved business performance. HRM helps people to acquire
the skills necessary for them to perform their jobs satisfactorily.
3. Implementing policies to support effective
compliance with employment law.
• HRM implements policies that are fairly and consistently. HR
policies provide guidelines on how key aspects of people
management should be handled.
• This ensures that any HR issues are dealt with consistently in
accordance with the values of the organization in line with
certain defined principles.
• HR policies need to address the key HR issues that have been
identified in the organization. They must also take account of
external influences such as legislation.
4. Performance management and
reward.
• HRM systematically identify and set specific performance goals
and decides how people should be rewarded and ensuring that
reward policies and practices are implemented.
5. Employee relations and employee
engagement.
• HRM systematically identify and set specific performance goals
and decides how people should be rewarded and ensuring that
reward policies and practices are implemented.
References
1. Armstrong, M., 2012. Armstrong’s Handbook of Human
Resource Management Practice. 12th ed. London: Kogan Page.
2. Armstrong, M., 2009. Armstrong’s Handbook of Human
Resource Management Practice. 11th ed. London: Kogan Page.
3. BPP Learning Media, Human Resource and Management:
Course Book, 3rd ed (London: BPP Learning Media, 2013)
4. Mukherjee, J., Designing Human Resource Management
Systems (Thousand Oaks, California: SAGE Publications India
Ltd., 2012)
Question & Answers
Question 1
(a) Explain why effective recruitment and selection of new staff
is important to an organisation. (8 marks)

(b) Discuss what organisations can do in order to enhance


employee engagement. (12 marks)
Question 2
Discuss the skills and attributes that are required for effective
leadership and management in a HRM (human resource
management) context. (20 marks)
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