Professional Documents
Culture Documents
Module 5 Q1 HRMfunctions
Module 5 Q1 HRMfunctions
Module 5 Q1 HRMfunctions
4.1.2 Organizing
Organizing is primarily related with proper combining of personnel activities,
allocation of different tasks among its members, delegation of authority,
identification of relationships, and integration of activities towards a common
objective. Designing of a proper structural framework is the primary task of
organizing. Organizational relationships are created among the employees so
that they can collectively contribute to the attainment of organizational goal.
4.1.3 Directing –
Directing involves overseeing and giving directions to the personnel. Proper
direction and motivation makes it possible to activate employees at different
level and make them contribute their maximum to the organization. In order to
execute plans, direction is essential as without direction there is no
destination. Many a time, the accomplishment of the organization goals relies
on the direction of things. Direction embodies motivation and leadership. The
HR manager must be an effective leader to create teams willing to add their
contribution. In order to achieve, the personnel manager must, constantly,
pay attention to the concerns and expectations of the employees at different
levels.
4.1.4 Controlling
Controlling function of HRM comprises measures of the performance,
comparing the results accomplished with the standards established. The
managers identify and analyze the deviations, if any positive or negative
attempt to know the reasons for deviations. It makes employee conscious of
their performance through performance appraisal and audit programs. The
controlling attempts to ensure that the activities are being carried out in
accordance with stated plans.
The operative functions of HRM are about the specific activities of procurement,
developing, motivating, compensating and, maintaining employees. The operative
functions are to be carried out in association with managerial functions.
The Operative Functions of Human Resource Management include:
4.2.2 Development
Development refers to the process to improve, mould, change and develops
the knowledge, skills, creativities, aptitude, attitude, values and commitment
of employees based on current and future requirements both at the person
and organizational level. The development function includes training,
development of executives, career planning and development, and human
resource development. Training is concerned to the attainment of knowledge,
skill development, and acquisition of competencies as a consequence of the
teaching of the professional or practical skills and knowledge that relates to a
specific job. Executive development is a systematic method of developing
managing skills and capabilities through appropriate management
development programs. Career planning and development consists of the
planning of career and translating career plans into action through educating,
training, job search and gaining of work experiences and succession
planning. Human Resource development aims at developing the total
organization by creating a climate of employee development for using his
capability to achieve both individual and organizational goals.
4.2.3 Motivation
4.2.5 Maintenance
Maintenance aims at guarding and preserving the physical and mental health
of employees through health and safety, employee welfare and social
security measures. Organizations at all levels are expected to enforce safety
and health standards. Managers must ensure a work environment that
protects employees from physical dangers, unhealthy conditions and unsafe
actions of coworkers. Proper safety and health programs may help in
preserving and improving the physical and mental well-being of employees.
Employee welfare involves providing the services, amenities and affording
the facilities offered to employees in and outside the organization for their all
round well being. The employee welfare package includes housing,
transportation, education and recreation facilities.
The employees generally receive social security in addition to fringe benefits.
These measures include Workmen’s compensation to worker who are
involved in accidents, maternity benefit to women employees, sickness
benefits and medical benefits, disability benefit, dependent benefits, and
retirement benefits.
5. HR Policies
Once the objectives of the organization are established, HR policies are to be
formulated. Policies are common assertions that guide thinking and action for taking
decisions.
HR policies as useful instructions, serve several purposes and objectives for the
organization. Some important objectives are:
Uniformity: They provide uniformity for making choices at various levels of the
organization when independently face similar situation and make the actions more
consistent.
Control measure: The HR policies allow members to strive for achievement of the
objectives of the organization as they specify the relationship divided between the
organization, management and its employees.
Standards of Efficiency: HR policies are able to serve as standards in the
execution of work and enable the management to visualize if the various groups
convert policies into action.
Coordination: HR policies assist in achieving coordination. The organizational
members guided by the same policies can easily predict the action and decision of
other and ensure a steady course of action and avoid unwarranted deviations from
standards.
Confidence: Personnel policies create confidence among people while
encountering routine and repetitive matters and reduce possibilities of
misinterpretation and friction and enable speedy decision making.
Policy alternatives are likely to emerge clearly after the relevant data from
various sources has been collected. These alternatives should be evaluated
in respect of their contribution to organizational objectives. People at various
levels should also be involved, especially those such policies influence. Top
management should approve the policies only after everything is set and the
stated policy clearly represents organizational priorities.
Summary: