INTRODUCTION AND 7-FOLD FUNCTIONS OF HUMAN RESOURCES MANAGEMENT

INTRODUCTION AND 7-FOLD FUNCTIONS OF HUMAN RESOURCES MANAGEMENT.
Introduction
Human Resource Management is the management of employees in an organisation and involves how employees are attracted, selected, trained, appraised and compensated. It also covers employees’ learning and developmental needs, career progression, career pathing, talent management, human resource business partnering, compensation and benefits management, organisational development, organisational culture, management of vision, mission and core values, ethics, change management and a host of other emerging issues in people management.

The HR department gives assistance and provides service to all other departments on personnel matters. Though the HR manager is a staff officer in relation to other departments of the enterprise, he has a line authority to get orders executed within the department.

Some of the major functions of HRM are classified under :

Managerial Functions
Operative Functions
Advisory Functions.

A. Managerial Functions:
The HR Manager must perform the basic managerial functions of planning, organising, directing and controlling in relation to his department.

Planning:

HR planning involves determination of personnel programs that will contribute to the goals of the enterprise, i.e., anticipating vacancies, planning job requirements, job descriptions and determination of the sources of recruitment.

Organizing:HR manager must design and develop organisation structure to carry out the various operations.
Directing: The direction function of the HR manager involves encouraging people to work willingly and effectively for the goals of the enterprise. The direction function is meant to guide and motivate the people to accomplish the HR programs.
Controlling: is the observation and comparison of results with the standards and correction of deviations that may o

B. Operative Functions:

The operative functions are those tasks or duties which are specifically entrusted to the human resource or personnel department. These are concerned with employment, development, compensation, integration and maintenance of personnel of the organisation.

The operative functions of human resource or personnel department are discussed below:

Employment:

This involves the employment of right quality and number of persons to take up right positions necessary to achieve the objectives of the organisation. It involves recruitment, selection, placement, etc. of the personnel.

Development:
It is a duty of management to train each employee property to develop technical skills for the job for which he has been employed and also to develop him for the higher jobs in the organisation. Proper development of personnel is necessary to increase their skills in doing their jobs and in satisfying their growth need.
Compensation:

This involves the determination of adequate and equitable remuneration of the employees in the organisation in relation to their contribution towards achievement of the organisational goals. The personnel can be compensated both in terms of monetary as well as non-monetary rewards.

Maintenance (Working Conditions and Welfare):

It has to do with measures taken for health, safety, and comfort of the workforce. The personnel department also provides for various welfare services which relate to the physical and social well-being of the employees. These may include provision of cafeteria, rest rooms, counseling, group insurance, education for children of employees, recreational facilities, etc.

Motivation:

HRM helps the organisation to design a system of financial and non-financial rewards to motivate the employees.

Personnel Records:

The human resource or personnel department maintains the records of the employees working in the enterprise. It keeps full records of their training, achievements, transfer, promotion, etc. It also preserves many other records relating to the behaviour of personnel like absenteeism and labour turnover and the personnel programs and policies of the organisation.

Industrial Relations:

The responsibility of maintaining good industrial relations is mainly discharged by HR managers. They help in collective bargaining, joint consultation and settlement of disputes, if the need arises. This is because of the fact that he is in possession of full information relating to personnel and has the working knowledge of various labour enactments.

Separation:

The HR manager oversees the separation and return of that personnel to society. Most people do not die on the job. The organisation is responsible for meeting certain requirements of due process in separation, as well as assuring that the returned person is in as good shape as possible. The personnel manager has to ensure the release of retirement benefits to the retiring personnel in time.

Advisory Functions: HR manager has specialised education and training in managing human resources. He is an expert in his area and so can give advise on matters relating to human resources of the organisation.
Advised to Top Management:

HR manager advises the top management in formulation and evaluation of personnel programs, policies and procedures.

Advised to Departmental Heads:

HR manager offers advice to the heads of various departments on HR matters.

From:
Mr. Wilfred Chukwuebuka.
B.Sc., AAT, MNIMN, MNIM, (ACA,ACIPM)
07031925795
[email protected]/[email protected]