FUNCTIONS OF HRM

1.Managerial functions

2. Operative functions

3.Advisory functions.

1.Managerial functions

Planning

Organizing

Directing

Controlling

Operative functions,

Employment Training and Development: Compensation Maintenance Motivation: Personnel Records: Industrial Relations: Separation

MANAGERIAL FUNCTIONS

PLANNING

Planning in advance is the foremost function of a manager. It is necessary to determine the goals of the organization and lay down policies and procedures to reach the goals. Planning for HR involves filling vacancies, planning job requirements, job descriptions and determination of the sources of recruitment. It the process of personnel planning where supply and demand forecast for each job category is made. Than the shortage and excess of personnel by job category are projected for a specific time. Plans are then developed to eliminate the forecast shortages and excess of particular categories of human resources.

ORGANIZING

Organizing involves bringing together the human

resource in a common platform to serve organizational

objective. Plans and programmers are developed to

carry out operational work with a specified

organizational structure, with clearly defined roles and

responsibility of the employee and departmental

concern.

DIRECTING

It is the people who put the organizational plans into actions.

There is a direct effect of motivation and encouragement on

productivity. Directing function thus keeps the personnel’s

active in working process of the organization. Directing

function thus can motivate the employees in an organization

through career planning, salary administration, employee

morale, developing cordial relationships and provision of

safety requirements and welfare of employees.

CONTROLLING

Controlling involves all the measures taken to check

whether the plans are put into correct actions. Thus

controlling is reverting back to the planning process.

The results obtained are compared with the

standard plans and attempts are made to minimize

deviations or gaps (if any). Controlling helps in

performance monitoring and personnel audit.

Operative Functions:

Operative functions are concerned with

entrusted task or duties assigned to the

human resource. It includes employment,

development, compensation, integration and

maintenance of personnel of the organization.

EMPLOYMENT

Manpower requirement is the basic necessity

for any organization. It is necessary to place

the right kind of people in the right place in

right number with right skills to achieve the

predetermined objectives. Recruitment,

selection, placement, etc. of the personnel

helps in fulfilling these objective functions

TRAINING AND DEVELOPMENT:

Training and development programmes are necessary to

enhance knowledge, skills and ability in employees. It

prepares the personnel’s for taking higher responsibilities and

acquiring the right skills for job performance. It is therefore

necessary for the organization to identify the training needs in

employees and to plan the intervention programmers

accordingly. Various on-job and off-job trainings programmes

are given to develop employees capability, required to

perform a job.

COMPENSATION

Rewarding employee for performance is the

biggest motivator. It increases the work

excitement and prepares individual for

responsibilities. Equitable remuneration in the

form of monetary and non-monetary rewards

helps in boosting the employee’s confidence.

Techniques like job-evaluation and performance

appraisal helps in wage fixation in an organization.

MAINTENANCE

Workers health and safety conditions are

essential prerequisite for work life balance.

Efficiency of workers can be improved

significantly by providing them with health,

safety and recreational measures. It includes

provision of cafeteria, rest rooms, counseling,

group insurance, education for children of

employees, recreational facilities, etc.

MOTIVATION

Motivation coupled with ability leads to

performance. Thus with higher motivation

higher performance can be generated.

Organizations try to keep the employees

motivated all the time so as to culture a healthy

work atmosphere for growth and development

PERSONNEL RECORDS:

Keeping appropriate track records of the

employees helps in identifying their potency

and limitations. Records on activities like

training, achievements, transfer, promotion

helps in identifying the work behavior, which

tends to reduce absenteeism and employee

turnover in an organization.

INDUSTRIAL RELATIONS:

Maintenance of good or healthy Industrial

relations helps in reduction of employee

grievances and disputes, brings in higher

discipline and empowerment of trade unions.

It provides an in-depth understanding of the

labor problems and their practical solutions

to the top management of the organization.

SEPARATION

It is concern with providing appropriate benefit to the employees at the time of their retirement. Since organizations sustainability is perennial and employees working in it have certain limited role to perform during their service period, it becomes essential to provide them with due benefits, so that they can live in prosperity after they leave the organization.

ADVISORY FUNCTIONS:

Advisory function of human resource is concern with providing expert opinion on the matters of the organization. A human resource manager thus can give advice to the top level management and the departmental heads on various issues pertaining to manpower planning, job analysis and design, recruitment and selection, placement, training, performance appraisal, employee morale, plans and policies etc. This would inculcate sound governance and congenial climate for growth of organization concern.