Functions Of HRM MBA Notes, Complete Notes of MBA

HRM FUNCTIONS

The duties are a mixture of behavior analysis , policy formulation and maintenance of good relationships. These include:

Conducting job analyzes ( determining the nature of the work of each employee) Planning labor needs and recruiting job candidates
Selection of candidates

Orientation and training of new employees
Wage and Salary Management (how to compensate employees ) Provide incentives and benefits
Evaluating the performance and communication (interviews , counseling , discipline )
Training and development
Employee engagement construction
Equal Opportunity and Affirmative Action
The health and safety of employees
Complaints and labor relations
The functions of human resource management can be classified into two categories

management functions
operating functions
Management Functions : HR Manager performs the functions of planning, organizing , directing and controlling .

Planning:

Planning as all planning is forward looking and forward-looking . It is the human resource planning , requirements, recruitment, selection , training, etc. It is the forecasting of labor needs , changing values ​​, attitudes and behavior of employees and its impact on the organization.

Organizer:

It is a process of achieving a goal of organizing people and resources. A relationship among employees to achieve business goal .
Board: a very important role in the management of any company. It helps managers to ensure quality operation of the jobs of the employees and the achievement of organizational goals . This is the supervision , communication and leadership to subordinates and motivate them to contribute to their best ability. In this lesson we will learn about this feature in detail.

Coordination: 

Administration seeks to achieve coordination through its basic functions of planning, organizing , staffing, directing and controlling. Therefore, coordination is not a separate function of management, and the achievement of harmony between individuals efforts towards achieving the group's goals is the key to successful management . Coordination is the essence of management and is implicit and inherent in all management functions.

Control:

Control is to check if everything happens in confirmities with the plans adopted , instructions issued and principles established . Control ensures that there is effective and efficient utilization of the resources of the organization to achieve its objectives. The controller measures the deviation of actual results to the standard design , discover the causes of such deviations and helps in taking corrective actions.

Operational Functions :

The operational management personnel are related to specific activities of personnel management viz , employment , development , compensation and relationships. All these functions are related to roles. In addition to these functions are carried out in conjunction with management functions .

1. employment

Employment refers to the preparation and use of people who have type and level of human resources required to achieve the objectives of the organization required . It covers functions such as job analysis , human resource planning , recruitment, selection, placement , induction and internal mobility .

Job analysis :

The process of studying and collecting information relating to operations and responsibilities of a specific job. Includes:

1. Collection of data, information, facts and ideas on various aspects of employment, including men , machines and materials.

Two . Preparing the job description, job specification , job requirements and specification employees that help to identify the nature , levels and the amount of human resources .

Three . Provide guidelines , plans and design basis for jobs and for all operational functions of human resource management .

Human Resource Planning :

It is a process of identifying and ensuring that the organization will have an adequate number of qualified , available at appropriate times , performing jobs that meet the needs of the organization and to provide the satisfaction of the individuals involved. is

Estimated needs and supply of human resources based on the objectives and long-range plans of the organization and future .
Calculation of net human resource requirements based on current inventory of human resources .
Taking steps to shape , change and strength development of existing employees in the organization in order to meet future human resource needs .
Preparation of action programs for the rest of human resources outside the organization and development of human resources of the company workers .

Recruitment:

It is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. They are:

( A) The identification of existing sources of applicants and their development.

( B ) creation / identification of new sources of applicants.

( C ) Encourage candidates to apply for jobs in the organization.

( D ) The achievement of a balance between internal and external sources .

Selection:

It is the process of assessing the qualifications, experience , skills, knowledge , etc. , of an applicant in order to assess his / her suitability for a job evaluated.

This function includes:

( A) design and implementation of application forms.
( B ) The creation and development of techniques valid and reliable tests .
( C ) Developing interview techniques .
( D ) Checking references .
( e) The establishment of medical policy and procedure.
( F ) Line management decisions.
( G ) The sending of the letters of appointment and rejection.
( H ) The use of selected candidates who report for duty .

Placement:

It is the process of assigning candidates at the right job in terms of job requirements. Matching specification employees with job requirements. This function includes:

( A) Advice to functional managers regarding placement .

( B ) The follow-up studies to evaluate the employee's performance in order to determine the adjustment to employees with work.

( C ) Correction of loss, if any.

Induction and Orientation :

Induction and orientation are the techniques by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies , objectives and people, etc. , of the organization.

( A) familiarize employees with the company 's philosophy , objectives , policies , planning and professional development opportunities, products , market share , social status and community , the history of the company , the culture, etc.

( B ) Provide the employee with the people you have to work as peers, supervisors and subordinates.

( C ) the attitude of the mold used by him to guide the new work and social environment .

Two . Human Resource Development :

Human resource development refers to the process by which employees helps them continuously in a planned way

Acquire or refine the skills needed to carry out various tasks related to their expected roles present / future .
Develop their general capabilities as individuals to be able to discover and exploit their own inner potential for their own and / or organizational development purposes .
Develop a work culture of the organization superior subordinate relationships , teamwork and collaboration between the different units are strong and contribute to the professional well - being , motivation and pride.

This function includes:

Performance evaluation :

The systematic evaluation of individuals with respect to their performance at work and their development potential . Includes:

Policies, procedures and development techniques
Assist functional managers
Review of reports and consolidation of reports
Evaluating the effectiveness of various programs
Training: It is the process of communicating to employees the skills and expertise and operational . includes

Identifying training needs of individuals and the company
The development of appropriate training programs
Advise and assist line management in the implementation of training programs
Teaching job skills and knowledge required of employees.
Evaluating the effectiveness of training programs.
Executive Development : The process of design and implementation of appropriate executive development programs to develop management skills and employee human relationship . Includes:

Identification of the areas in which you need the management development .
The implementation of development programs
Motivate executives
Design special development program for promotions
Using the services of specialists, and / or use of the institutional executive development programs .
Evaluating the effectiveness of executives executive development programs .
Career Planning and Development : Is planning one's career and implementing career plans through education , training for job search and work experience placements . It includes internal and external mobility .

a) Internal mobility : Includes vertical and horizontal movement of an employee within an organization . Involves the transfer , promotion and demotion .

Transfer : The process of placement of workers in the same jobs level that can be used more effectively in line with its potential and needs of employees and the organization. It also deals with :

The development of transfer policies and procedures * .
Guiding employees and executives transfer line . ,
The evaluation of the implementation of policies and procedures for transfer.
Promotion : reallocation is given up to an employee of the organization to a position higher than the state dominates best and / or pay considering human resources employees and job requirements .

This function covers the development of policies and procedures to promote equitable , fair and consistent .
Advising line managers and employees on matters relating to the promotion.
The evaluation of the implementation of policies and procedures for promotion .
Descent: reallocation is down to an employee of the organization.

Develop policies and procedures demotion equitable, fair and consistent .
Advise line managers on matters related to declines.
Monitor implementation of policies and procedures demotion .
b ) External mobility : external mobility is of two types , namely , accessions and separations. .

Adhesions : Adhesions are additions of new candidates for existing employees. Accessions include the use of new candidates , re -employment of former employees , employees called to work after redundancy, etc.

Separations : Separations mean dismissal. Also called employee turnover . They include:

Voluntary Exit: Exit or voluntary resignation of employees when arc dissatisfied with their current job and / or organization, or when they get a better job in other organizations.
Lay -off or lack of work: services end Organizations employees when jobs are eliminated or reduced due to the adoption of technology or adverse business conditions or lack of energy, materials , machinery breakdown etc.
Disciplinary dismissal or discharge : services end Organizations employees if they are dissatisfied with the performance or behavior of employees.
Retirement and
Kills : Steps in external mobility : There are four stages in external mobility , namely : . Exploration, including recruitment Establishing mutual acceptance of the terms of engagement, input having a first winding job assignment , transfer, promotion and granting of tenure. Maintenance stage and decline stage .
Organizational Development : A planned process to improve organizational effectiveness and health through changes in individual and group behavior , culture and systems of the organization using the knowledge and technology of applied behavioral science .

3 ) Compensation : The process of providing adequate remuneration , equitable and fair to the employees. Includes job evaluation, wage and salary administration , incentives, bonuses , fringe benefits , social security measures , etc.

Job Evaluation : The process of determining the relative value of jobs ;

a) Select the proper techniques of job evaluation .

b ) Sort the jobs in various categories.

c ) Determination of the relative value of jobs in various categories.

Wage and Salary Administration : This is the process of developing and operating a suitable wage salary program . It covers :

a) The studies of wages and salaries.

b ) The determination of wages and salaries. rates based on different factors.

c ) The management of wage and salary programs .

d ) The evaluation of its effectiveness.

Incentives : The process of formulation, management and review of incentive plans in addition fir regular payment of wages and salaries. Includes:

a) The formulation of incentive pay plans .

b ) To assist functional managers of the operation.

c ) Review periodically to assess effectiveness.

Bonus: Includes bonus payment according to the Payment of Bonus Act 1956 and its later amendments .

Fringe Benefits: These are the different benefits at the margin of wage management provides these benefits to motivate employees and to meet contingencies of life. These benefits include:

a) disability benefits.

b ) Living Facilities

c ) Educational facilities for employees and children.

d ) canteen facilities . The leisure facilities .

e) transportation facilities .

f ) Credit facilities .

g ) Legal Clinic .

h ) Medical, maternity and wellness facilities . i ) the company stores .

Social Security Measures : Management to provide social security to employees , plus additional benefits . These measures include:

Workmen's Compensation to employees ( or dependents) who get into accidents .
Maternity benefits to the employees .
Sickness and health benefits.
Benefits / disability allowances .
Benefits dependent .
Retirement benefits like provident fund, pension , gratuity , etc.
Human Relations : The process of interaction between humans. Human relations is an area of management in the integration of people at work in a way that motivates them to work together productively , cooperatively and with economic satisfaction , psychological and social . Includes:

Understand and apply models of perception , personality, learning, intra and inter personal relations , intra and inter-group relations ,
Motivating employees ,
Boosting employee morale ,
The development of communication skills ,
The development of leadership skills .
Correct employee complaints properly and in time through a well-formulated complaints procedure .
Disciplinary delivery through established disciplinary proceedings ,
Advising employees in solving their personal, family and work problems and release - stress, strain and tensions
Improving the quality of working life of employees through participation and other means.

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