Functions of Human Resource Management

Functions of Human Resource Management

• 1.
  WHAT IS HRM
• 2.
  MEANING OF HRM HumanResource Management in simple words stands for managing the employees of an organisation. It is the process of putting right people to the right task thereby making maximum use of the employees’ talent and abilities to achieve the desired goals and objective. DEFINITION OF HRM Edwin Flippo defined HRM as “planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved.”
• 3.
  FUNCTIONS OF HRM HRM Recruitment andSelection Induction and orientation Training and Development Compensation & Benefits Safety and Health Employee Engagement Performance Appraisals In any organization, HRM is an important function. An organisation cannot build a good team of working professionals without good Human Resources. The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more.
• 4.
  RECRUITMENT & SELECTION Recruitmentis the process of searching the candidates for employment and stimulating them to apply for jobs in the organization whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
• 5.
  INDUCTION & ORIENTATION Inductionand Orientation are the two programs designed to provide new joinee with the information they require to function comfortably and efficiently in the organisation. Induction is the technique by which a new employee is rehabilitated into his surroundings and introduced to practices, policies and purpose of the organisation while, Orientation is the process of acquainting new employees with the organisation easily and quickly.
• 6.
  TRAINING AND DEVELOPMENT Training& Development is an attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. NEED ANALYSIS DEFINE OBJECTIVES SELECTION OF TRAININING METHODS IMPLEMENTATION EVALUATION AND FOLLOW UP
• 7.
  COMENSATION AND BENEFITS Compensationand benefits refers to the compensation/salary and other monetary and non-monetary benefits passed on by a firm to its employees. It helps to keep the employees motivated and brings the best out of them at workplace. Compensation wherein completely related to the money which is being paid to an employee i.e. salary, bonus, incentive etc., benefits on the other hand are the non- monetary incentives given to employees, like health benefits, mediclaim, yearly travel trips etc. for which the employee doesn't have to pay. C&B Basic Pay Benefits Perquisites Allowance Bonus Incentives
• 8.
  EH&S Product Safety Hazardous Substance Management Dangerous Goods Management Industrial Hygiene & Safety Occupational Health Waste Management HEALTH, SAFETYAND SECURITY For smooth functioning of an organization, the employer has to ensure safety and security of his employees. The terms health, safety and security are closely related to each other. • Health – refers to employees’ freedom from illness and their general physical and mental well being. • Safety – protecting employees from injuries caused by work-related accidents or diseases. • Security - refers to protecting facilities and equipments from unauthorized access and protecting.
• 9.
  EMPLOYEE ENGAGEMENT Employee engagementis the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employees are divided in three parts on the basis of their engagement level within the org. – • Actively Engaged – Employees work with passion, feel profound connection with the company, move organization forward. • Not-Engaged – Concentrated more on the task rather than the goals and outcomes, putting time but not energy. • Actively Disengaged - Virtually against everything, unhappy at work and sow seeds of negativity at every opportunity, undermine work of other engaged team members.
• 10.
  PERFORMANCE APPRAISAL Performance Appraisalis the systematic evaluation of the performance of employees and to understand their abilities for further growth and development. There so many advantages of a systematic appraisal cycle like timely promotions, compensation, employee development, motivation etc. According to Dale Yoder, ''Performance appraisal includes all formal procedures used to evaluate personalities and contributions and potentials of group members in a working organisation. It is a continuous process to secure information necessary for making correct and objective decisions on employees."