Professional Documents
Culture Documents
DEFINITION
HRM is the function performed in orgns that
facilitates the most effective use of people to achieve
orgnl and individual goals.
HRM is a process that consists of 4 functions:
Acquiring
Developing
Motivating
Retaining
HRM: FUNCTIONS
Some assumptions:
Individuals differ in values, attitudes, beliefs, culture
Stimulating and Motivational factors vary in individuals
Expectations of todays employees different from
yesteryears.
MANAGERIAL FUNCTIONS
PLANNING:
Deciding future course of action
Identifying future HR requirements
ORGANIZING:
STAFFING:
DIRECTING:
CONTROLLING:
Measure performance against goals, identify deviations, put the
process back on track
OPERATIVE FUNCTIONS
EMPLOYMENT:
JOB ANALYSIS
HUMAN RESOURCE PLANNING
RECRUITMENT
SELECTION
PLACEMENT
INDUCTION
Performance Appraisal
Training
Management Development
OPERATIVE FUNCTIONS
COMPENSATION:
Job Evaluation
Wage and Salary Admin
Incentives
Fringe Benefits
EMPLOYEE RELATIONS:
ROLE OF HR EXECUTIVES
SERVICE PROVIDER:
Information regarding employee related issues for decision making
Market statistics of personnel availability
Interpret laws and legislation
THE EXECUTIVE:
Recruitment, compensation etc.
THE FACILITATOR:
Equip other managers to handle HR activities
Facilitates Training, Performance Appraisal etc.
THE CONSULTANT:
Managers seek HR professionals advice for people related issues
THE AUDITOR:
Ensure that management makes effective use of human resources
MECHANISTIC
Rigid
High structure, direction, rules
High centralization
High bureaucracy
For static environ
Power, authority with few
Tasks/duties well defined
Low communication
Cannot survive competition
ORGANIC
LINE VS STAFF
HRS RESPONSE