Human Resource Management Functions.

Human resources management functions consist of 5 elements. These all elements are

important in an organization to develop the successful in the organization. The elements

of the human resource management functions are:

Staffing

Refer to R. Wayne Mondy and Robert M. Noe, staffing is define the process through

which an organization ensures that it always has the proper number of employee with the

appropriate skills in the right jobs at the right time to achieve the organization’s

objectives. Staffing involve job analysis, human resource planning and recruitment and

selection.

i. Job analysis

Job analysis is the systematic process to determining the skills, duties and knowledge

require for performing specific jobs in an organization.

Job analysis is essential and pervasive human resource technique and it is the starting

point to the other human resource activities. It is important of job analysis in the

organization to identify the potential of the staff to satisfy the needs and demand of

the working environment. Job analysis information is used to prepare both job

descriptions and job specifications.

Job description is a document that provides the information regarding the essential

tasks, duties and responsibilities of the job.

Job specification is the minimum acceptable qualifications that a person should

possess in order to perform a particular job.

ii. Human Resource Planning

Human resource planning is define as process of systematically reviewing human

resource requirements to ensure that the required numbers of employees with the

required skills are available when and where they are needed.

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Human Resource Planning Process

External Environment

Internal Environment

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Strategic Planning

Human Resource Planning

Comparing Requirements and Availability

Forecasting Human Resource Availability

Forecasting Human Resource Requirements

Surplus of workersDemand = Supply Shortage of workers

Recruitment

Selection

Restricted hiring, reduce hours, early retirement,

layoffs, downsizing

Comparing Requirements and Availability

iii. Recruitment

Recruitment is the process of attracting individuals on a time basis, in a sufficient

numbers and with appropriate qualifications and encouraging them to apply for jobs

with an organization.

Recruitment process:

External Environment

Internal Environment

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Human Resource Planning

Alternative to Recruitment

Recruitment

Internal Source External Sources

External Methods Internal Methods

Recruitment Individuals

iv. Selection

Selection is defined as the process of choosing from a group of applicants those

individuals best suited for particular position and organization.

Selection Process:

External Environment

Internal Environment

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Recruited Candidate

New Employee

Medical Examination

Selection Decision

Preliminary Interview

Review Application and

Resumes

Selection Tests

Employment Interviews

Reference and Background

Checks

Rejected A

pplicants

Training and Development

Training and development (T & D) is the heart of a continuous effort designed to

improve employee competency and organizational performance. Training and

development is an important strategy for an organization. Training and development

help the organization to develop the skills and knowledge besides to enhance their

expertise in the working field.

There are several factors that influence training and development.

i. Top management supports

The processes of the employees development will be more effective if there have

the support and encourage from the top management. The manager has to play

their role and responsibility to ensure the development of the employee become

effectiveness.

ii. Commitment from specialist and generalist

All the managers with the expertise in certain skills must also give their support

and provide their knowledge to the subordinates to make the process of

development be more effective.

iii. Technological Advancement

Technological advancement plays the important role in the process of

development. The development process should be up to date to satisfy the needs

and demand of the current environment of the organization.

iv. Organization Complexity

More complex the organization the employee will be more mature in performing

their job based of the difficulty if the working environment. This will make the

employee tried to develop and improve their skills.

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Training and Development Process

External Environment

Internal Environment

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Determine T & D Needs

Establish Specific Objectives

Select T & D Methods

Implement T & D Programs

Evaluate T & D Programs

Compensation and Benefits

The Organization should not to forget about the welfare of their employees. They should

be considered about the benefits and the reward for the employee as the effort of the

organization to appreciate the effort of the employees in the organization. This will give

them spirit and motivation to perform in their job.

Compensation define as the total rewards provided employees in return for their services

and benefits is define as all financial rewards that employees generally receive indirectly.

(Mondy, Noe, 2005).

Purpose of compensation and benefits:

It can motivate employees to become better performers because it aims to reward

employees’ pasts performance

It can enable the company to remain competitive in the labor market.

It can reduce the employee exits by having and maintaining salary equity among

employees.

It may helps company to attract new employees

It reduces unnecessary turnover

Types of compensation

i. Financial

Direct

Pay that a person receives in the form of wages, salary, bonuses and

commissions

Indirect

All financial rewards that are not include in direct compensation.

ii. Nonfinancial

The satisfaction that a person receives from the job it self or from the

psychological and or physical environment in which the job is performed.

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Safety and Health

Safety is defined as the protection of the employees from the injuries caused by work or

related accidents.

Health is defined as an employee’s freedom from physical or emotion illness.

(Mondy, Noe, 2005)

Unsafe Working Condition

Improperly guarded equipment

Defective equipment

Hazardous procedures in, on or around machines or equipment

Unsafe storage that refer to the congestion and overloading.

Improper illumination such as glare and insufficient light

Improper ventilation such as insufficient air chance and impure air

source

Reason for Management Support of a Safety Program

Personal Loss

Financial loss to injured employees

Loss of productivity

Higher insurance premium

Possible of fines and imprisonment

Social responsibility

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Labor Relation and Collective Bargaining

Labor relation is the continuous relationship between a defined group of the employees

and management. The relationship includes the negotiation of a written contract

concerning pay, hours and other terms and conditions of employment as well as the

interpretation and administration of this contract over its period of coverage.

Union Objectives

To secure and if possible, to improve the living standards and economic status of

its members

To enhance and if possible guarantee individual security against threats and

contingencies that might result from market fluctuations, technological change or

management decision

To influence power relations in the society system in ways that favor and do not

threaten union gain and goals

To advance the welfare of all who work for a living, whether union members or

not.

Collective Bargaining

Mondy and Noe (2005) defined collective bargaining as the process of fundamental to

union – management relations.

Importance of Collective Bargaining

Conflict

Armed truce

Power bargaining

Accommodation

Cooperation

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Collusion

Conclusion

From this assignment that has given, we know that Human Resources Management functions in

the organization are important and should be managed seriously by the good manager. It is to

manage the organization and their workers for their job and tasks. If the managers do not take this

matter seriously, the organization will have seriously problem. The company must use these

Human Resources function to make the company success.

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References

1. Bohlander, G and Snell, S (2004), International Students Edition, Managing

Human Resources 13th Edition, Thomson: South Western, USA.

2. Chelladurai, P (1999), Human Resources Management and Recreation, Human

Kinetics.

3. French, W.L. (1986), Human Resources Management, Houghton Mifflin

Company: USA.

4. Mondy, R.W., and Neo, R.M. (2005), Human Resources Management, Ninth

Edition, Pearson Prentice Hall: USA.

5. Werther, W.B., and Davis, Keith (1996), Human Resources and Personnel

Management, Fifth Edition McGraw Hill.

6. http://www.wordreference.com/definition/relation

7. http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

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