Introduction to the

Different Functional Areas

of Management
Different Functional Areas of Management
A. Human Resources Management
B. Marketing Management

C. Operational Managment

D. Financial Management

E. Informational and Communication Technology

 Lesson 1: HUMAN RESOURCES
MANAGEMENT(HRM)
• Human Resources, also known as
HUMAN CAPITAL,drive the performance
of organizations along with other
resources. The procces of
attracting,training,developing,and
maintaining an excellent work.
Conducting Job Analysis
Job Analysis is the process of obtaining
information about jobs needed to achieve the
organization's goals / objectives by determining
the duties, tasks, or ativities involves in jobs. Job
analysuis data may be gathered through
interviews, questionneirs,observation, and diaries.
Planning Labor Needed and Recruiting
It is important to determine the number and kind
of people that maybe attracted to employment.

External Recruitment
- enables the organizations to fill the
job openings with special qualifications and to
employ persons with knowledge , and skills, values,
ideas, and perpectives.
Internal Recruitment
- may also be done if
management finds it more advantegeous to promote
or transfer present employees to fill the available job
openings. Recruiting from within the company is
said to be less expensive as exsisting employees no
longer need extensive orientation programs.
Selecting Candidates for the Job
- this involves the matching of people and jobs.
jobs specifications help identify the person-job fit and
identify their individual compentencies,their
knowledge,skills,abilities,and other factors that may
lead to excellent performance. Managers may use
different selection methods such as interviews,
psychological tests, and calling references, mong
others.
Orienting and Training New Employees
this is done in organizations so that they could contribute to
the achievement of their organizational goals/objectives.The
phase involved in this function are:
*conducting needs assesment of the organization, of the
person, and of the task/work;
*designing the training program by considering the institutional
objectives
*iplemention of the training program for non managerial
employees
*evaluating the training program in order to determine
effectiveness, considering reactions,learning,behavior of the
trainees,return on investment(RIO) or results and
benchmarking.
 Managing Compensation or Pay

Compensation or Pay represent a rewards

recieved by employees in exchange for there
contributions to the achievement of
oraganizational goals. It must be fair and just,
acceptable to all concerned parties, and
commensurate to the value of work performed. It is
important as it determines job performance
motivation of workers.
Providing Insentives and Benefits
Incentives are generally based upon a
pay-for-performance philosopy which
means that a performance “threshold” or
a baseline performance level must be
reached by an employee or a group of
employees in order to qualify for incentive
payments.
Evaluating Employee's Performance
Appraisal of employees is done on a regular basis to find out
who are doing their jobs well and who are not.The prupose of
such evaluations are administrative and developmental.
Administrative purposes inclued: decision making regarding
employee's pay and promotion, which are based on their
achievement and performance. The developmental purpose os
appriasal are the use of results for discussing employees'
strenghts and weaknesses and for listing down performance
improvement needs.
 Communicating
To be effective, managers must have good communication
skills, both oral and written and informational technology
proficiently. This is necessary to recieve and disseminate
pertinent information needed by all organizations members
in carrying out activities that will lead to the achievement of
company goals/objectives.Identifying this barries and
learning how to listen well facilitate both understanding and
managing process.
Developing Employees
Programs should be designed to meet the special
needs of employees which will prepare them for
future jobs or roles that they may assigned to do.
Graduate studies, cross training, which refer to the
process of developing employees to do multiple jobs
within an organization.The process of developing
employees' moral judgements that will help them
determine right and wrong behavior which they could
use in jobs that require more decision making.
Building Employee Commitment

This is another function of HR practitioners which will

bind them to engage in activities that will ensure the
achievement of organizational goals/ objectives. This
must be followed by employee accountability or
accepting responsibility for one's actions.
 Providing Good Working Conditions
This includes giving a clear statement of the company's
mission, vission,goals,objectives;offering a good
compensation and benefits package; preparing a well-
ventilated,well-it,and pollution-free work area for
employees; and practicing ehical management styles.
Handling Grievances and Industrial Relations

When dfferences arise between labor unions

and management, these are usually settled
through the grievance procedure. Managers
must try to master the art of handling
grievances and industrial relations to bring
peace in their organization.
 Importance of Human Resources Management
Human Resources Management deals with the management of
people- the most important business resourcement.Mastering the
activities involved in human resources management
(recruiting,selection,placement training,and development) is must
since all other management
activities(planning,organizing,staffing,leading and controlling)
could be done easilt if organization managers practice proper
human resources mangement.
Lesson 2: Marketing Management

The process of managerial planning and

carrying out of the conception,
pricing,promotion,and distribution of
ideas,goods, and services in order to bring
about exchange to satisfy individual and
organizational goals.
As marketing expert Philip Kotler puts it, marketing
management is essentially demand management.
This is because it involes “influencing the
level,timing,and composition of demand” so that an
organization may reach goals. The marketing
management functions of management include the
following:
Analyzing

Analyses of demand management

starts with gathering of data
through marketing reasearch
Marketing Planning

this include decision making on target

markets, market positionin,product
developement,pricing, distribution channels,
physical distribution, communication and
promotion .
Implementing

the implementation of the marketing plan is

formally carried out by sales managers, sales
people, advertising and promotion managers,
and customer service managers.
Controlling
Refers to monitoring of the marketing plan's
progress.Goals and budgets are set for each
month quarter. a review of the results follows
in order to identify businesses that are not
attaining their goals.
 Management of marketing resources
include:
• sales people, advertising and marketing reasearch.

A).Management of sales people -involves inculcating

the establishment of satisfying long-term relations with
customers, suppliers and distributors in order to help their
long-term preference and business.Good marketers are
able to maintain win-win relationship by seeing to it that
they always deliver high quality, good service and fair and
reasonable prices to the key parties that they deal with over
a long period of time.
B). Management of advertising - although used
less frequently than ssales calls in business markets, it is
still important in marketing. It can perform different functions
such as; build awareness;build comphrehensions of the
good fatures of the product or service; remind prospective
customers about the product; provide the company's
contact information to customers;and lead customers to get
in touch with sales representatives.
C).Management of marketing research – this involves
identifying the seven characteristics of good marketing
research;

1. The principles of the scientific method are used;

2. Research creativity is practiced by using innovative ways to

solve marketing problems;

3. Multiple methods of research are used in order to adapt the

method to the problem;
4. Interdependence of models and data which recognize that
the data are interpreted from underlying models;

5. Value and cost of information is concerned with estimating

the value of the information against the cost; which help the
marketing research department determine which project to
prioritiz;

6. Healthy scepticism enables researchers to show a healthy

questioning of the hurried assumptions made by managers
about how a market works; and
7. Ethical marketing research which is concerned with
research that benefits both the sponsoring compay and the
customers; self-serving results may mislead consumers to
buy the company’s product which in reality is not good and or
effective