Human Resource Management

Instructor: Miss Tehreem

Week 3: Management Functions of
HRM
 Human Resources Management
• (HRM) is a process concerned with the management of
personnel along with their energies and competencies for
the achievement of organization objectives by the process
of acquiring, developing and utilizing such personnel.
• An essential function of management; and also an
important part of every manager’s job.
• HRM is concerned with managing people in organizations.
• It is concerned with philosophy, principles, policies and
practices related to human aspect of management.
• It aims at achieving organizational objectives through the
efficient and effective mobilization of human resources.
 Management Functions of HRM
1- Planning
2- Organizing
3- Leading
4- Controlling
 Management Functions of HRM
• 1- Planning:
• A manager must plan ahead in order to get things done by his
subordinates. It is also important to plan in order to give the
organization its goals.
• Also, planning helps establish the best procedures to reach the
goals. Further, some effective managers devote a substantial part of
their time to planning.
• With respect to the human resource department, planning involves
determining the personnel programs that can contribute to
achieving the organization’s goals.
• These programs include anticipating the hiring needs of the
organization, planning job requirements, descriptions, and
determining the sources of recruitment.
 Management Functions of HRM
• 2- Organizing:
• After the human resource manager establishes the
objectives and develops plans and programs to achieve
them, he needs to design and develop the organization’s
structure to carry out the different operations. Developing
the organization’s structure includes:
• Grouping of personnel activity into functions or positions
• Assigning different groups of activities to different individuals
• Delegating authority according to the tasks assigned and
responsibilities involved
• Coordinating activities of different employees
 Management Functions of HRM
• 3- Directing / Leading:
• The HR Manager can create plans, but implementing the plans smoothly
depends on how motivated the people are. The directing functions of HRM
involve encouraging people to work willingly and efficiently to achieve the
goals of the organization. In simpler words, the directing functions of HRM
entail guiding and motivating people to accomplish the personnel programs.
• The HRM can motivate the employees through career planning and salary
administration by boosting the employee’s morale, developing relationships,
providing safety requirements, and looking after the welfare of employees.
• In order to do this effectively, the HRM must identify the needs of the
employees and the means and methods to satisfy them. Motivation is a
continuous process as employees have new needs and expectations when
the old ones are satisfied.
 Management Functions of HRM
• 4- Controlling:
• Controlling is all about regulating activities in accordance
with the plans formulated based on the objectives of the
organization. This is the fourth function of the HRM and
completes the cycle. In this, the manager observes and
subsequently compares the results with the set standards.
• Further, it corrects any deviations that might occur.
Controlling is one of the important functions of HRM as it
helps him evaluate and control the performance of the
department with respect to different operative functions.
It also involves appraisals, audit, statistics, etc.
 Operative Functions of HRM
The operative functions of personnel
Management are those operational duties or
functions, of human resource department,
implemented by HR Managers. The operative
functions of HRM encompass a wide range of
duties:
Employment
Procurement
Development
Compensation
Maintenance
Industrial relations
Integration.
 Operative Functions of HRM
1- Recruitment
• One of the main operative functions of HR is taking care of
recruitment. Human resource is the most important sector
that an organisation depends upon for the final product
produced from the available resources. This calls for
identifying the requirement of personnel properly. HR
Managers estimates how much manpower the firm requires
by analyzing the existing workforce and the workload. After
acquiring the candidates with desired qualification and/or
experience, they delegate responsibilities. The selection,
placement and employment take place under the recruitment
process.
 Operative Functions of HRM
2- Compensation
• Employees look for financial support while they
work in an organisation. One of the operative
functions of human resource management is to
ensure that workers working at the same level and
delivering the same outputs receive equal
compensation. Here compensation is the payment
that the employees receive in exchange for the
work they do. The compensation must be equitable
and sufficient.
 Operative Functions of HRM
3- Development
• The operative functions of HR do not mean
acquiring new workforce and doing away with the
old staff. The HRM needs to upgrade the existing
staff and develop them. Arranging for training and
development of the staff is important for the
overall growth of the firm. The training sessions
develop the workers, make them acquitted with
the changing norms and help them adapt to the
work environment too.
 Operative Functions of HRM
4- Workplace Environment
• While personal and professional development of
the employees and the whole workforce is of
utmost importance, enabling them to function in a
productive work environment is equally important.
One of the managerial and operative functions of
HRM is to ensure the organisational goals are met
and steady productivity is maintained. For this,
good maintenance of the workplace, providing a
productive ambience, etc. are necessary.
 Operative Functions of HRM
5- Relationship Building
• While performing the managerial and
operative functions of HRM, the managers
also build a relationship with the workers
across industries by joint consultation,
bargaining or acting as a mediator if disputes
occur.
 Operative Functions of HRM
6- Motivation
• Employees need to be continuously motivated so that they give in
full effort to achieve the prior set goals. If at any point in time they
feel demotivated, the HR manager should be there to guide them
and motivate them in whatever way necessary- monetary or non-
financially. Occasional incentives motivate workers and ensure
more efficiency in the work to be delivered.
• These are more or less the operative functions that HRM performs
in an organisation. Though these are not the management
functions, the operative functions are integrally associated with
them. So, an HR Manager needs to be aware of all aspects of the
organisation despite the workforce being his/her only
responsibility.
 New approaches to organizing HR
• Employers are experimenting with offering HR
services in new ways.
1- Transactional HR group
2- Corporate HR group
3- Embedded HR unit
4- New HR Services Groups
5- Centers of Expertise
 New approaches to organizing HR
1- Transactional HR group:
It includes activities such as payroll, benefits
administration and records keeping are easily
outsourced or digitized with significant cost savings.
2- Corporate HR group:
Corporate HR may be at plant level or may be
restricted/ responsible at particular location only.
Corporate HR is the person who is working at corporate
level & handling centralized HR activity and assist top
management in developing long-term strategic plans.
 New approaches to organizing HR
3- Embedded HR unit :
To assign HR generalist directly to departments
like sales and production, to provide the
localized human resource management
assistance and department needs.
4- Centers of Expertise:
The Centers of Expertise are like specialized HR
consulting firms within the company, providing
specialized assistance.
Changing environment of HR Management

1- Globalization Trends
2- Technological Trends
3- Trends in the Nature of Work
4- Workforce Demographic Trends
5- Changes and Trends in Human Resource
Management
 Line and Staff aspects of HRM
Authority is the right to make decisions, to direct the
work of others, and to give orders.
• Authority refers to the rights inherent in a managerial
position to give orders and expect the orders to be
obeyed.
• Authority was a major tenet of the early management
writers, the glue that held the organization together.
• It was to be delegated downward to lower-level
managers. Each management position has specific
inherent rights that incumbents acquire from the
position's rank or title.
 Line and Staff aspects of HRM
Authority is related to one's position and ignores
personal characteristics. When a position of
authority is vacated, the authority remains
with the position. INTRODUCTION TO HRM-
HIMS
 Types of Authority
1- Line Authority
2- Staff Authority
3- Functional Authority
 Line Authority
• It entitles a manager to direct the work of an
employee. It is the employer-employee authority
relationship that extends from top to bottom.
• A line manager directs the work of employees and
makes certain decisions without consulting anyone.
Sometimes the term line is used to differentiate line
managers from staff managers.
• Line emphasizes managers whose organizational
function contributes directly to the achievement of
organizational objectives.
 Staff Authority
• Staff managers have staff authority. A manager's
function is classified as line or staff based on the
organization's objectives.
• As organizations get larger and more complex, line
managers find that they do not have the time,
expertise, or resources to get their jobs done
effectively.
• They create staff authority functions to support,
assist, advice, and generally reduce some of the
informational burdens they have.
 Functional Authority
• The authority exerted by a personnel manager
as a coordinator of personnel activities. Here
the manager acts as “the right arm of the top
executive.”
THANK YOU