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Lecture 3 - HR Functions

The document discusses the key functions and activities of human resource management including planning, recruitment and selection, learning and development, performance management, reward management, and employee relations. It also discusses the managerial, operative, and advisory roles of HRM and how HRM strategies and practices should support business strategies.

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anpcgbd201451
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31 views

Lecture 3 - HR Functions

The document discusses the key functions and activities of human resource management including planning, recruitment and selection, learning and development, performance management, reward management, and employee relations. It also discusses the managerial, operative, and advisory roles of HRM and how HRM strategies and practices should support business strategies.

Uploaded by

anpcgbd201451
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Lecture 3

HR Process and functions


Basic Functions of Human Resource
Management

Human Resource Management functions


can be classified in following three
categories.
1. Managerial Functions,
2. Operative Functions
3. Advisory
Basic Functions of Human
Resource Management
Management functions
Main functions and activities of
HRM

Are you ready to win an airplane flying competition?


Main functions and activities of
HRM

PLANNING
– Strategic HRM (see chapter on HRM strategy)
– Human Capital management

FINDING & KEEPING


– Recruitment and Selection, and talent management

GROWING PEOPLE
– Learning and development, Knowledge management, Organization development

MEASURING PERFORMANCE
– Performance management

REWARDING
– Reward management
– Employee well-being

BUILDING INTERNAL RELATIONS


– Employee relations
Planning

•It determine how the organization should move from its current
manpower position to its desired manpower position
• It support to achieve/identify organisational goals and
formulation of policies and programmes for achieving them.
•It is a future oriented function concerned with clearly charting out
the desired direction of business activities in future.
• Forecasting is one of the important elements in the planning
process. Other functions of HRM depend on planning function.
•It helps to have the right number and the right kinds of people, at
the right place, at the right time, doing things, so that organization
and the individuals get maximum long-term benefits.
Five Phases for Human Resources
Planning

1. Analyzing:
2. Forecasting: Demand versus supply
analysis.
3. Planning
4. Implementing
5. Evaluating: Feedback on effective of
outcomes
Organizing

• Organising is a process by which the structure


and allocation of jobs are determined.

• Staffing: This involves deciding what type of


people should be hired, recruiting prospective
employees, selecting apt employees, setting
performance standard, compensating
employees, evaluating performance, counselling
employees, training and developing employees.
Directing function

•Directing/leading is the process of


activating group efforts to achieve the
desired goals.
•It includes activities like getting
subordinates to get the job done,
maintaining morale motivating subordinates
etc. for achieving the goals of the
organisation.
Controlling

• It is the process of setting standards for


performance, checking to see how actual
performance compares with these set
standards, and taking corrective actions as
needed
Operative function

•The operative/service functions are those which are


relevant to specific department.
•These functions vary from department to
department depending on the nature of the
department.
•It ensure the right people for right jobs at right times.
•These functions include: Planning, Recruitment &
selection, Learning & development, Performance
Management, Reward management, Employee
Relations.
Main functions and Practices of HRM

HR strategy & PLANNING


– Strategic HRM (see chapter on HRM strategy)
– Human Capital management

FINDING & KEEPING


– Recruitment and Selection, and talent management
– Equal employment opportunity
– Staffing

GROWING PEOPLE
– Learning and development, Knowledge management, Organization development

MEASURING PERFORMANCE
– Performance management

REWARDING
– Reward management
– Employee well-being

BUILDING INTERNAL RELATIONS


– Employee relations
Mix of Roles for HR Departments
Roles of HR Management

Administrative
• Clerical administration, recordkeeping, legal paperwork and policy implementation
• Major shifts - Use of technology and outsourcing

Operational and Employee Advocate


• Cooperate with managers and supervisors
• Identify and implement needed programs and policies in the organization

Strategic
• Address business realities
• Focus on future business needs
• Fit between human capital and business plans and needs
Group work: HRM strategy
and functions

• Research the HRM strategy of a chosen company


• Point out if they apply HRM Cost leadership strategy or
Differentiation strategy
– Cost leadership: examples
– Differentiation strategy: what HRM policies, HRM practices
that are unique and different from other companies
– Showing the link between HRM strategy and Business
strategy
– What unique HRM practices of different functions:
PLANNING, FINDING & KEEPING, GROWING PEOPLE,
MEASURING PERFORMANCE, REWARDING, BUILDING
INTERNAL RELATIONS

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