FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
We have defined human resource management above. The definition and nature indicate that management of human resource consists of several interrelated functions. These functions are common to all organizations, though every organization will have its own human resource management program. These functions of human resource management may broadly be categorized into two, viz.,
1. Managerial functions.
2. Operating functions.
I.MANAGERIAL FUNCTIONS
Managing people is the essence of being a manager. Like other
managers, the human resource manager performs the functions the planning,
organizing, directing and controlling.
1.Planning. A plan is a predetermined course of action. Planning is the process of deciding the goals and formulating policies and programs to achieve the goals. Planning involves forecasting and research. Forecasting implies scientific anticipation of the future environment. Human resource management involves forecasting needs for human resources, predicting trends in labour market, wages, union demands, etc. And their impact on the organization.
Planning helps to face successfully the changes that are likely to take place in future. It bridges the gap between where we are and where we want to go. Without planning events are left to chance. Planning is the means to manage change. Planning today avoid crisis tomorrow.In the area of human resource management, planning involves deciding human resource goals, formulating human resource policies and programs, preparing the human resource budget, etc.
2.Organizing. In order to implement the plans, a sound organization structure is required. Organizing is the process of allocating tasks among the members of the group, establishing authority-responsibility and relationships among them and integrating their activities towards the common objectives. In
this way, a structure of relationships among jobs, personnel and physical factors is developed. The right organization structure is the foundation of effective management because without it the best performance in all others areas will be ineffective. Organization is the framework through which management directs,
controllers and coordinates the efforts of people.
3.Directing. Directing is the process of motivating, activating, leading and supervising people. Directing includes all those activities by which a manager influences the actions of subordinates. It involves getting others to act after all preparations have been made. Directing is the heart of the management process because it is concerned with initiating action. It helps to secure the willing and effective co-operation of employees for attaining organizational goals. A manager can tap the maximum potential of employees through proper direction. Directing also helps in building sound individual and human relations in the organization.
4.Controlling. It implies checking, verifying and regulating to ensure that everything occurs in conformity with the plants adopted and the instructions issued. Such monitoring helps to minimize the gap between desired results and actual performance. Controlling the management of human resource involves auditing, training programs, analyzing labor turnover records, directing morale
surveys, conducting separation interviews and such other means.
II.OPERATIVE FUNCTIONS
The operative functions of human resource management consist of the following:
The operative also called service functions are those which are relevant to specific department. These functions vary from department to department depending on the nature of department viewed from this stand point, the operative functions of HRM relate to ensuring right people for right jobs at right times. These functions include procurement, development, compensation
and maintenance functions of HRM. A brief description of these follows.
PROCUREMENT:
It involves procuring the right kind of people in appropriate number to be placed in the organization. It consists of activities such as man power planning, recruitment, selection, placement and induction or orientation of new employees.
DEVELOPMENT:
This function involves activities meant to improve the knowledge,
skills, aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. These functions may comprise training to employees, executive training to develop managers, organization development to strike a better fit between organizational climate/culture and employees.
COMPENSATION:
Compensation function involves determination of wages and salaries matching with contribution made by employees to organizational goals. It consists of activities such as job evaluation, wage and salary administration, bonus, incentives etc.
INTEGRATION:
It is concerned with the performance of all those activities the aim of which is to bring about reconciliation between individual interest and that of the organization. These includeMotivating employees to work better. Boosting the morale of the staff.
Ensuring effective communication.
Enhancing leadership qualities.
Providing scope for collective bargaining.
Redressing grievances.
Managing conflicts.
Handling disciplinary cases.
Providing counseling to get rid of stress.
Improving quality of work life of employees.
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