1) these goals enhance the individual’s contribution to the organization.

Personal objectives of
employees must be met if they are to be maintained, retained and motivated. Otherwise employee
performance and satisfaction may decline giving rise to employee turnover.

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Table 1.1 HRM Objectives and Functions

HRM Objectives Supporting Functions

1. Societal Objectives Legal compliance Benefits

Union- management relations

2. Organizational Objectives Human Resource Planning Employee relations

Training and development Appraisal

Placement Assessment

3. Functional Objectives Appraisal

Placement Assessment

4. Personal Objectives Training and development Appraisal

Placement Compensation

Assessment

1.0 Functions of HRM

Human Resources management has an important role to play in equipping organizations to meet the challenges
of an expanding and increasingly competitive sector. Increase in staff numbers, contractual diversification and
changes in demographic profile which compel the HR managers to reconfigure the role and significance of
human resources management. The functions are responsive to current staffing needs, but can be proactive in
reshaping organizational objectives. All the functions of HRM are correlated with the core objectives of HRM
(Table 1.1). For example personal objectives is sought to be realized through functions like remuneration,
assessment etc.

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Figure 1.3 : Functions of HRM

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HR management can be thought of as seven interlinked functions taking place within organizations, as
depicted in Figure 1.3 Additionally, external forces—legal, economic, technological, global,
environmental, cultural/geographic, political, and social—significantly affect how HR functions are
designed, managed, and changed. The functions can be grouped as follows:

 Strategic HR Management: As a part of maintaining organizational competitiveness, strategic planning

 Equal Employment Opportunity: Compliance with equal employment opportunity (EEO) laws and
regulations affects all other HR activities.

 Staffing: The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs in an
organization. Job analysis, recruitment and selection are the main functions under staffing.

Workers job design and job analysis laid the foundation for staffing by identifying what diverse people
do in their jobs and how they are affected by them.

Job analysis is the process of describing the nature of a job and specifying the human requirements such
as knowledge, skills, and experience needed to perform the job. The end result of job analysis is job
description. Job description spells out work duties and activities of employees.

Through HR planning, managers anticipate the future supply of and demand for employees and the
nature of workforce issues, including the retention of employees. So HRP precedes the actual selection
of people for organization. These factors are used when recruiting applicants for job openings. The
selection process is concerned with choosing qualified individuals to fill those jobs. In the selection
function, the most qualified applicants are selected for hiring from among the applicants based on the
extent to which their abilities and skills are matching with the job.

 Talent Management and Development: Beginning with the orientation of new employees, talent
management and development includes different types of training. Orientation is the first step towards
helping a new employee to adjust himself to the new job and the employer. It is a method to acquaint
new employees with particular aspects of their new job, including pay and benefit programmes, working
hours and company rules and expectations.

Training and Development programs provide useful means of assuring that the employees are capable
of performing their jobs at acceptable levels and also more than that. All the organizations provide
training for new and in experienced employee. In addition, organization often provide both on the job
and off the job training programmes for those employees whose jobs are undergoing change.

Likewise, HR development and succession planning of employees and managers is necessary to prepare
for future challenges. Career planning has developed as result of the desire of many employees to grow
in their jobs and to advance in their career. Career planning activities include assessing an individual
employee’s potential for growth and advancement in the organization.
Performance appraisal includes encouraging risk taking, demanding innovation, generating or adopting
new tasks, peer evaluation, frequent evaluations, and auditing innovation processes