Main function of HRM

Question

Briefly illustrate out the main function of HRM?

Answer 1

The foremost functions of human resource management are classified in two categories:

(a) Managerial Functions and (b) Operative Functions

(a) Managerial Functions

The managerial functions of Human Resources Management.

1. Planning:  The planning function of the human resource department pertains to the steps taken in determining in advance personnel requirements, personnel programmes, policies and so forth. After determining how many and what type of people are needed, a personnel manager has to devise ways and means to inspire them.
 
2. Organization:  Under organization, the human resource manager has to systematize the operative functions through designing structure of relationship between jobs, personnel and physical factors in such a manner so as to have maximum contribution towards organizational aims. In this manner a personnel manager carries out following functions:

(a) Preparation of the task force;
(b) Allocation of work to the individuals;
(c) Integration of the efforts of task force;
(d) Coordination of work of individual with that of department.
 
3. Directing: Directing is concerned with initiation of organized action and inspiring the people to work. The personnel manager controls the activities of people of organization to get its function performed appropriately. A personnel manager guides and inspires the staff of organization to follow the path laid down in advance.
 
4. Controlling:  It offers basic data for establishing standards, makes job investigation and performance appraisal, and so forth. All these techniques aid in effective control of qualities, time and efforts of workers.
(b)  Operative Functions: The subsequent are the Operative Functions of Human Resource Management 
 1. Procurement of Personnel:  It is concerned with acquiring of the appropriate kind and number of personnel necessary to achieve organization goals. It deals specifically with such subjects as the determination of manpower requirements, their recruitment, placement, selecting and orientation, and so forth.
 
2. Development of Personnel: Development has to do with the raise through training, skill that is necessary for appropriate job performance. In this procedure many techniques of training are employed to develop the employees. Framing a sound promotion policy, fortitude of basis of promotion and making performance appraisal are elements of the personnel development function.
 
3. Compensation to Personnel:  Compensation means determination of equitable and adequate remuneration of personnel for their contribution to organization objectives. To determine the monetary compensation for numerous jobs is one of the most difficult and significant function of the personnel management. A number of decisions are taken in the function, viz., job-evaluation, remuneration, inventive, policy and premium plans, bonus policy and co-partnership, and so forth. It also aids the organization for adopting the suitable salaries and wages, policy and payment of wages and salaries in correct time.
 
4. Maintaining Good Industrial Relation: Human Resource Management covers a broad field. It is intended to lessen strafes, encourage industrial peace, offer fair deal to workers and establish industrial democracy. It the personnel manager is incapable to make harmonious relations between management and labor industrial unrest will take place and millions of man-days will be lost. If labor management relations are not better the moral and physical condition of the employee will suffer, and it will be a loss to an organization visa nation. Thus, the personnel manager should make harmonious relations with the help of sufficient communication system and co-partnership.
 
5. Record Keeping: In record-keeping the personnel manager gathers and maintains information concerned with the staff of the organization. It is necessary for every organization because it aids the management in decision making such as in promotions.

6. Personnel Planning and Evaluation:  Under this system dissimilar type of activities are measured like evaluation of performance, personnel policy of an organization and its practices, personnel audit, survey , morale and performance appraisal, and so forth.