Download - hrmcse
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Functions of HRM
Managerial Operative
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Managerial Functions
Planning
OrganizingDirecting
Controlling
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Planning
Planning is necessary to give the organizationits goals and directions to establish bestprocedure to reach the goals. Planning staff
levels requires that an assessment of presentand future needs of the organization becompared with present resources and futurepredicted resources. Appropriate steps then be
planned to bring demand and supply intobalance.
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Organizing
After objectives have been established andplans been developed then personnel managermust design and develop organisation structureto carry out various operations. Such as-
Grouping of personnel activity
Assignment of different groups of activities to
different individuals Delegation according to task assigned
Co-ordination of activities of different individuals.
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Directing
The directing function of the personnelmanager involves encouraging people to workwillingly and effectively for the goals of the
orgainsation.
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Controlling
Controlling helps to evaluate and control theperformance of the department in terms ofvarious operative functions.
O ti F ti
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Operative Functions
Recruitment
Training & Development
Remuneration
Reward system
Motivation
Recordsandstatistics
Industrial relations
Separation
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Recruitment
The process by which a job vacancyis identified and potential employees arenotified.
The nature of the recruitment processis regulated and subjectto employment law.
Main forms of recruitment through advertisingin newspapers, magazines, trade papers andinternal vacancy lists.
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Training and Development
Provides new skills for the employee
Keeps the employee up to datewith changes in the field
Aims to improve efficiency
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Remuneration
Concern with determination and equitableremuneration of employees in the organisationto the goals.
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Reward system
The system of pay and benefits used by thefirm to reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.
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Motivation
To retain good staff and to encourage them togive of their best while at work requiresattention to the financial and psychological and
even physiological rewards offered by theorganization as a continuous exercise.
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Records and statistics
Keeps employee training records
Achievement records
Transfer and promotion records
Absenteeism and labour turnover records
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Industrial relations
Good industrial relations, while a recognizableand legitimate objective for an organization, aredifficult to define since a good system of industrial
relations involves complex relationships between:(a) Workers (and their informal and formal groups, i.
e. trade union, organizations and theirrepresentatives);
(b) Employers (and their managers and formalorganizations like trade and professionalassociations);
(c) The government and legislation and governmentagencies.
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Separation
Ensure the release of retirement benefits
Requirements of the employee
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Thank You