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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