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Functions of HRM

   Conducting job analyses (determining the nature of each
    employee's job) Planning labor needs and recruiting job
    candidates

   Selecting job candidates

   Orienting and training new employees

   Managing Wages and Salaries (how to compensate employees)
    Providing incentives and benefits

   Appraising performance and Communicating (interviewing,
    counseling, disciplining)
Functions of HRM (Cont.)

      Training and developing

      Building employee commitment

      Equal opportunity and affirmative action

      Employee health and safety

      Grievances and labor relations
WHAT ARE THE HRM ACTIVITIES?

   Organizational, work, and job design
   Planning
   Recruitment and Selection
   Training and Development
   Performance Management
   Compensation
   Occupational health and safety
   Employee and labour relations
Importance of HRM functions

As managers none of us would like to make the following mistakes.

   –      To hire the wrong person for the job

   –      To experience high turnover

   –      To find our people not doing their best

   –      To waste time with countless and useless interviews

   –      To have our company sued for our discriminatory actions.
Importance of HRM functions (Cont.)

  –   To be quoted under bad example of unsafe practices

  –   To have some of your employees think their salaries are
      unfair and inequitable relative to others in the organization

  –   To allow a lack of training to undermine your department's
      effectiveness

  –   To commit any unfair labor practices
Functions Of Hrm
Personnel Management
 Standard definition given by experts of
  personnel management

 “ It is that phase of management which deals with
    the effective control and use of manpower as
    distinguished from other sources of power.”
Personnel Functions
1. The procurement function- obtaining of a proper kind and number of
    personnel necessary to accomplish an organization’s goals

2. The development function- personnel development of employees,
    training

3. The compensating function- securing adequate and equitable
    remuneration to personnel

4. The Integration function- an “integration” of human resources with
    organization through job enlargement, job evaluation, variable
    compensation plans, disciplinary action programme’s.

5. The maintenance function- maintaining the physical conditions of
    employees (health and safety measures) and employee service
    programmes
PM vs HRM
There are two school of opinions prevailing
  between the difference between both.

Some experts assert that there is no difference
  between human resources and personnel
  management. They state that the two terms can
  be used interchangeably, with no difference in
  meaning.
For those who recognize a difference between
  personnel management and human resources,
  the difference can be described as
  philosophical.
Definition
   Personnel Management - Personnel Management is basically
    an administrative record-keeping function, at the operational
    level. Personnel Management attempts to maintain fair terms
    and conditions of employment, while at the same time,
    efficiently managing personnel activities for individual
    departments etc. It is assumed that the outcomes from
    providing justice and achieving efficiency in the management of
    personnel activities will result ultimately in achieving
    organizational success.
   Human Resource Development - Human resource
    management is concerned with the development and
    implementation of people strategies, which are integrated with
    corporate strategies, and ensures that the culture, values and
    structure of the organization, and the quality, motivation and
    commitment of its members contribute fully to the achievement
    of its goals.
Main Differences between
Personnel Management and HRM
   Personnel management is workforce centered, directed mainly at the
    organization’s employees; such as finding and training them, arranging
    for them to be paid, explaining management’s expectations, justifying
    management’s actions etc. While on the other hand, HRM is resource
    –centered, directed mainly at management, in terms of devolving the
    responsibility of HRM to line management, management development
    etc.
   Personnel Management is basically an operational function,
    concerned primarily with carrying out the day-to day people
    management activities. While on the other hand, HRM is strategic in
    nature, that is, being concerned with directly assisting an organization
    to gain sustained competitive advantage.
   HRM is more proactive than Personnel Management. Whereas
    personnel management is about the maintenance of personnel and
    administrative systems,
   HRM is about the forecasting of organizational needs, the continual
    monitoring and adjustment of personnel systems to meet current and
    future requirements, and the management of change.
HUMAN RESOURCE DEVELOPMENT

“ Human resource development refers to the process
    whereby the employees are continuously helped in a
    planned way to
   Acquire or sharpen capabilities required to perform various tasks
    associated with their present/future expected roles.

   Develop their general capabilities as individuals so that they are able
    to discover and exploit their own inner potential for their own and/or
    organizational development purpose.

   Develop an organizational work culture where: superior-subordinate
    relationships, team work and collaboration among different units are
    strong and contribute to the professional well-being, motivation and
    pride.”
HRD vs HRM
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Functions Of Hrm

  • 1. Functions of HRM  Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates  Selecting job candidates  Orienting and training new employees  Managing Wages and Salaries (how to compensate employees) Providing incentives and benefits  Appraising performance and Communicating (interviewing, counseling, disciplining)
  • 2. Functions of HRM (Cont.)  Training and developing  Building employee commitment  Equal opportunity and affirmative action  Employee health and safety  Grievances and labor relations
  • 3. WHAT ARE THE HRM ACTIVITIES?  Organizational, work, and job design  Planning  Recruitment and Selection  Training and Development  Performance Management  Compensation  Occupational health and safety  Employee and labour relations
  • 4. Importance of HRM functions As managers none of us would like to make the following mistakes. – To hire the wrong person for the job – To experience high turnover – To find our people not doing their best – To waste time with countless and useless interviews – To have our company sued for our discriminatory actions.
  • 5. Importance of HRM functions (Cont.) – To be quoted under bad example of unsafe practices – To have some of your employees think their salaries are unfair and inequitable relative to others in the organization – To allow a lack of training to undermine your department's effectiveness – To commit any unfair labor practices
  • 7. Personnel Management Standard definition given by experts of personnel management “ It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.”
  • 8. Personnel Functions 1. The procurement function- obtaining of a proper kind and number of personnel necessary to accomplish an organization’s goals 2. The development function- personnel development of employees, training 3. The compensating function- securing adequate and equitable remuneration to personnel 4. The Integration function- an “integration” of human resources with organization through job enlargement, job evaluation, variable compensation plans, disciplinary action programme’s. 5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and employee service programmes
  • 9. PM vs HRM There are two school of opinions prevailing between the difference between both. Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical.
  • 10. Definition  Personnel Management - Personnel Management is basically an administrative record-keeping function, at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success.  Human Resource Development - Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals.
  • 11. Main Differences between Personnel Management and HRM  Personnel management is workforce centered, directed mainly at the organization’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. While on the other hand, HRM is resource –centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc.  Personnel Management is basically an operational function, concerned primarily with carrying out the day-to day people management activities. While on the other hand, HRM is strategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitive advantage.  HRM is more proactive than Personnel Management. Whereas personnel management is about the maintenance of personnel and administrative systems,  HRM is about the forecasting of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change.
  • 12. HUMAN RESOURCE DEVELOPMENT “ Human resource development refers to the process whereby the employees are continuously helped in a planned way to  Acquire or sharpen capabilities required to perform various tasks associated with their present/future expected roles.  Develop their general capabilities as individuals so that they are able to discover and exploit their own inner potential for their own and/or organizational development purpose.  Develop an organizational work culture where: superior-subordinate relationships, team work and collaboration among different units are strong and contribute to the professional well-being, motivation and pride.”
  • 14. FOR MORE USEFUL EDUCATIONAL PRESENTATIONS AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE VISIT WWW.THECODEXPERT.COM