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5 Functions
5 Functions
We have already defined HRM. The definition of HRM is based on what managers
do. The functions performed by managers are common to all organizations. For the
convenience of study, the functions performed by the human resource management
can broadly be classified into two categories, viz. (1) managerial functions, and (2)
operative functions (see fig. 1.2). These are discussed in turn.
Managerial Functions
Planning: Planning is a predetermined course of actions. It is a process of
determining the organizational goals and formulation of policies and programmes for
achieving them. Thus, planning is future oriented concerned with clearly charting out
the desired direction of business activities in future. Forecasting is one of the
important elements in the planning process. Other functions of managers depend on
planning function.
Organising: Organising is a process by which the structure and allocation of
jobs are determined. Thus organizing involves giving each subordinate a specific task,
establishing departments, delegating authority to subordinates, establishing channels
of authority and communication, coordinating the work of subordinates, and so on.
Functions of Human Resource Management
Operative Functions
The operative or service functions of human resource management are concerned with
specific activities of procuring, developing, compensating and maintaining an efficient
work force.
1. Procurement Function: It is concerned with securing and employing the right kind
and proper number of people required to accomplish the organizational objectives. It
consists of the following activities.
(a) Job Analysis: It is the process of studying in detail the operations and
responsibilities involved in a job so as to identify the nature and level of human
resources required to perform the job effectively. Job descriptions and job
specifications are prepared with the help of information provided by job analysis.
(b) Human Resource Planning: It is the process of estimating the present and future
manpower requirements of the organization, preparing inventory of present manpower
and formulating action programmes to bridge the gaps in manpower.\
(c) Recruitment: It is the process of searching for required human resource and
stimulating them to apply for jobs in the organization.
(d) Selection: It implies judging the suitability of different candidates for jobs in the
organization and choosing the most appropriate people.
(f) Induction or Orientation: It involves familiarizing the new employees with the
company, the work environment and the existing employees so that the new people
feel at home and can start work confidently.
(b) Training: It is the process by which employees learn knowledge, skills and
attitudes to further organizational and personal goals.
(a) Job Evaluation: It is the process determining the relative worth of a job.
Human resource records and research are also important elements of the
maintenance function. Fig. 13 shows the various functions of human resource
management.