Functions of HRMFunctions of HRM

Functions of HRM Functions of HRM Conducting job analyses (determining the Conducting job analyses (determining the

nature of each employee's job) Planning nature of each employee's job) Planning labor needs and recruiting job candidates labor needs and recruiting job candidates

Selecting job candidates Selecting job candidates Orienting and training new employees Orienting and training new employees Managing Wages and Salaries (how to Managing Wages and Salaries (how to

compensate employees) Providing compensate employees) Providing incentives and benefits incentives and benefits

Appraising performance and Appraising performance and Communicating (interviewing, counseling, Communicating (interviewing, counseling, disciplining) disciplining)

Functions of HRM (Cont.)Functions of HRM (Cont.)Training and developing Training and developing Building employee commitment Building employee commitment Equal opportunity and Equal opportunity and

affirmative action affirmative action Employee health and safety Employee health and safety Grievances and labor relationsGrievances and labor relations

WHAT ARE THE HRM ACTIVITIES? WHAT ARE THE HRM ACTIVITIES?

Organizational, work, and job design Organizational, work, and job design PlanningPlanning Recruitment and Selection Recruitment and Selection Training and Development Training and Development Performance ManagementPerformance Management CompensationCompensation Occupational health and safetyOccupational health and safety Employee and labour relations Employee and labour relations

Importance of HRM functions Importance of HRM functions

To hire the wrong person for the job To hire the wrong person for the job To experience high turnover To experience high turnover To find our people not doing their To find our people not doing their

best best To waste time with countless and To waste time with countless and

useless interviews useless interviews To have our company sued for our To have our company sued for our

discriminatory actions. discriminatory actions.

As managers none of us would like to As managers none of us would like to make the following mistakes. make the following mistakes.

Importance of HRM functions Importance of HRM functions (Cont.)(Cont.)

To be quoted under bad example of unsafe To be quoted under bad example of unsafe practices practices

To have some of your employees think their To have some of your employees think their salaries are unfair and inequitable relative to salaries are unfair and inequitable relative to others in the organization others in the organization

To allow a lack of training to undermine your To allow a lack of training to undermine your department's effectiveness department's effectiveness

– To commit any unfair labor practicesTo commit any unfair labor practices

Personnel ManagementPersonnel Management

Standard definition given by experts Standard definition given by experts of personnel managementof personnel management

“ “ It is that phase of management It is that phase of management which deals with the effective which deals with the effective control and use of manpower as control and use of manpower as distinguished from other sources distinguished from other sources of power.”of power.”

Personnel Functions Personnel Functions 1.1. The procurement function- obtaining of a proper kind and The procurement function- obtaining of a proper kind and

number of personnel necessary to accomplish an number of personnel necessary to accomplish an organization’s goals organization’s goals

2.2. The development function- personnel development of The development function- personnel development of employees, training employees, training

3.3. 3. The compensating function- securing adequate and 3. The compensating function- securing adequate and equitable remuneration to personnel equitable remuneration to personnel

4.4. 4. The Integration function- an “integration” of human 4. The Integration function- an “integration” of human resources with organization through job enlargement, job resources with organization through job enlargement, job evaluation, variable compensation plans, disciplinary evaluation, variable compensation plans, disciplinary action programme’\s. action programme’\s.

5.5. 5. The maintenance function- maintaining the physical 5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and conditions of employees (health and safety measures) and employee service programmes employee service programmes

PM vs HRMPM vs HRM There are two school of opinions There are two school of opinions

prevailing between the difference prevailing between the difference between both.between both.

Some experts assert that there is no Some experts assert that there is no difference between difference between human resources and and personnel management. They . They state that the two terms can be used state that the two terms can be used interchangeably, with no difference in interchangeably, with no difference in meaning.meaning.

For those who recognize a For those who recognize a difference between personnel difference between personnel management and human resources, management and human resources, the difference can be described as the difference can be described as philosophical.philosophical.

DefinitionDefinition Personnel Management - Personnel Management - Personnel Personnel

Management is basically an Management is basically an administrativeadministrative record-keeping function, at the record-keeping function, at the operational operational level.level. Personnel Management attempts to Personnel Management attempts to maintain fair terms and conditions of maintain fair terms and conditions of employment, while at the same time, employment, while at the same time, efficiently managing personnel activities for efficiently managing personnel activities for individual departments etc. It is assumed individual departments etc. It is assumed that the outcomes from providing justice that the outcomes from providing justice and achieving efficiency in the management and achieving efficiency in the management of personnel activities will result ultimately of personnel activities will result ultimately in achieving organizational success.in achieving organizational success.

Human Resource Development - Human Resource Development - Human Human resource management is concerned with the resource management is concerned with the development and implementation of people development and implementation of people strategies, which are integrated with corporate strategies, which are integrated with corporate strategies, and ensures that the culture, values strategies, and ensures that the culture, values and structure of the organization, and the and structure of the organization, and the quality, motivation and commitment of its quality, motivation and commitment of its members contribute fully to the achievement of members contribute fully to the achievement of its goals.its goals.

Main Differences between Main Differences between Personnel Management and HRMPersonnel Management and HRM

Personnel management is Personnel management is workforce workforce centeredcentered, directed mainly at the , directed mainly at the organization’s employees; such as finding organization’s employees; such as finding and training them, arranging for them to and training them, arranging for them to be paid, explaining management’s be paid, explaining management’s expectations, justifying management’s expectations, justifying management’s actions etc. While on the other hand, HRM actions etc. While on the other hand, HRM is is resource –centeredresource –centered, directed mainly at , directed mainly at management, in terms of devolving the management, in terms of devolving the responsibility of HRM to line management, responsibility of HRM to line management, management development etc.management development etc.

Personnel Management is basically an Personnel Management is basically an operationaloperational function, concerned primarily function, concerned primarily with carrying out the day-to day people with carrying out the day-to day people management activities. While on the other management activities. While on the other hand, HRM is hand, HRM is strategicstrategic in nature, that is, in nature, that is, being concerned with directly assisting an being concerned with directly assisting an organization to gain organization to gain sustained competitive sustained competitive advantage.advantage.

HRM is more HRM is more proactiveproactive than than Personnel Management. Personnel Management. Whereas personnel Whereas personnel management is about the management is about the maintenancemaintenance of personnel and of personnel and administrative systems, administrative systems,

HRM is about the HRM is about the forecastingforecasting of of organizational needs, the organizational needs, the continual monitoring and continual monitoring and adjustment of personnel systems adjustment of personnel systems to meet current and future to meet current and future requirements, and the requirements, and the management of change.management of change.

HUMAN RESOURCE HUMAN RESOURCE DEVELOPMENT DEVELOPMENT

“ “ Human resource development Human resource development refers to the process whereby refers to the process whereby the employees are continuously the employees are continuously helped in a planned way to helped in a planned way to

Acquire or sharpen capabilities Acquire or sharpen capabilities required to perform various tasks required to perform various tasks associated with their present/future associated with their present/future expected roles. expected roles.

Develop their general capabilities as individuals so Develop their general capabilities as individuals so that they are able to discover and exploit their own that they are able to discover and exploit their own inner potential for their own and/or organizational inner potential for their own and/or organizational development purpose. development purpose.

Develop an organizational work culture where: Develop an organizational work culture where: superior-subordinate relationships, team work and superior-subordinate relationships, team work and collaboration among different units are strong and collaboration among different units are strong and contribute to the professional well-being, contribute to the professional well-being, motivation and pride.” motivation and pride.”

HRD vs HRMHRD vs HRM