Employment Training and Development: Compensation Maintenance Motivation: Personnel Records: Industrial Relations: Separation
Planning in advance is the foremost function of a manager. It is necessary to determine the goals of the organization and lay down policies and procedures to reach the goals. Planning for HR involves filling vacancies, planning job requirements, job descriptions and determination of the sources of recruitment. It the process of personnel planning where supply and demand forecast for each job category is made. Than the shortage and excess of personnel by job category are projected for a specific time. Plans are then developed to eliminate the forecast shortages and excess of particular categories of human resources.
Organizing involves bringing together the human
resource in a common platform to serve organizational
objective. Plans and programmers are developed to
carry out operational work with a specified
organizational structure, with clearly defined roles and
responsibility of the employee and departmental
It is the people who put the organizational plans into actions.
There is a direct effect of motivation and encouragement on
productivity. Directing function thus keeps the personnel’s
active in working process of the organization. Directing
function thus can motivate the employees in an organization
through career planning, salary administration, employee
morale, developing cordial relationships and provision of
safety requirements and welfare of employees.
Controlling involves all the measures taken to check
whether the plans are put into correct actions. Thus
controlling is reverting back to the planning process.
The results obtained are compared with the
standard plans and attempts are made to minimize
deviations or gaps (if any). Controlling helps in
performance monitoring and personnel audit.
Operative functions are concerned with
entrusted task or duties assigned to the
human resource. It includes employment,
development, compensation, integration and
maintenance of personnel of the organization.
Manpower requirement is the basic necessity
for any organization. It is necessary to place
the right kind of people in the right place in
right number with right skills to achieve the
predetermined objectives. Recruitment,
selection, placement, etc. of the personnel
helps in fulfilling these objective functions
TRAINING AND DEVELOPMENT:
Training and development programmes are necessary to
enhance knowledge, skills and ability in employees. It
prepares the personnel’s for taking higher responsibilities and
acquiring the right skills for job performance. It is therefore
necessary for the organization to identify the training needs in
employees and to plan the intervention programmers
accordingly. Various on-job and off-job trainings programmes
are given to develop employees capability, required to
perform a job.
Rewarding employee for performance is the
biggest motivator. It increases the work
excitement and prepares individual for
responsibilities. Equitable remuneration in the
form of monetary and non-monetary rewards
helps in boosting the employee’s confidence.
Techniques like job-evaluation and performance
appraisal helps in wage fixation in an organization.
Workers health and safety conditions are
essential prerequisite for work life balance.
Efficiency of workers can be improved
significantly by providing them with health,
safety and recreational measures. It includes
provision of cafeteria, rest rooms, counseling,
group insurance, education for children of
employees, recreational facilities, etc.
Motivation coupled with ability leads to
performance. Thus with higher motivation
higher performance can be generated.
Organizations try to keep the employees
motivated all the time so as to culture a healthy
work atmosphere for growth and development
Keeping appropriate track records of the
employees helps in identifying their potency
and limitations. Records on activities like
training, achievements, transfer, promotion
helps in identifying the work behavior, which
tends to reduce absenteeism and employee
turnover in an organization.
Maintenance of good or healthy Industrial
relations helps in reduction of employee
grievances and disputes, brings in higher
discipline and empowerment of trade unions.
It provides an in-depth understanding of the
labor problems and their practical solutions
to the top management of the organization.
It is concern with providing appropriate benefit to the employees at the time of their retirement. Since organizations sustainability is perennial and employees working in it have certain limited role to perform during their service period, it becomes essential to provide them with due benefits, so that they can live in prosperity after they leave the organization.
Advisory function of human resource is concern with providing expert opinion on the matters of the organization. A human resource manager thus can give advice to the top level management and the departmental heads on various issues pertaining to manpower planning, job analysis and design, recruitment and selection, placement, training, performance appraisal, employee morale, plans and policies etc. This would inculcate sound governance and congenial climate for growth of organization concern.