Functions Of Human Resource Management

Published Date: 02 Nov 2017

INTRODUCTION:

In the task one of assignment one I will explain the human resource management and the functions of human resource management. In the task two I will explain the personal management and the role of personal manager in an organization and in the last task I will distinguish between the Human Resource Management and the Personal Management.

Task 1:

Human Resource Management:

Human Resource Management (HRM) is the function in an organization that focuses on recruitment, management and providing direction for the people who work in organization.

HRM centres on the policies, practices and systems that influence employees behaviour, attitudes and performance. Many people refers to HRM as ‘ People Practices ’. In the figure I have shown some important HRM practices that contributes to an organizations ability to realise full benefits of its talent: analysing work and designing jobs, attracting potential employees (Recruiting) , choosing employees (Selection), preparing employees to perform their job and for future (Training & Development ), supports their performance (Performance Management), rewarding employees (Compensation) and creating a positive work environment (Employee & Labour Relation).

In other words, HRM has responsibility for providing safe work environment and assuring compliance with legal requirements. An organization performs best when all of these practices are manage systematically.

Functions of Human Resource Management:

The role of human resource management is to plan, develop, and administer policies and programmes designed to make expeditious use of an organisation’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. The major functional areas in human resource management are: (1) planning,(2) staffing, (3) employee development, and (4) employee maintenance.

These four areas and their related functions share the common objective of an adequate number of competent employees with the skills, abilities, knowledge, and experience needed for further organisational goals. Although each human resource function can be assigned to one of the four areas of personnel responsibility, some functions serve a variety of purposes. For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes. A brief description of usual human resource functions is given below:

Human Resource Planning:

In the human resource planning function, the number and type of employees needed to accomplish organisational goals are determined. Research is an important part of this function because planning requires the collection and analysis of information in order to forecast human resources supplies and to predict future human resources needs. The basic human resource planning strategy is staffing and employee development.

Job Analysis:

Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it. The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices.

Staffing:

Staffing emphasises the recruitment and selection of the human resources for an organisation. Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Recruiting is the personnel function that attracts qualified applicants to fill job vacancies.

Orientation:

Orientation is the first step toward helping a new employee 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:

The training and development function gives employees the skills and knowledge to perform their jobs effectively. In addition to providing training for new or inexperienced employees, organisations often provide training programmes for experienced employees whose jobs are undergoing change. Large organisations often have development programmes which prepare employees for higher level responsibilities within the organisation. Training and development programmes provide useful means of assuring that employees are capable of performing their jobs at acceptable levels.

Task 2:

Personnel Management:

Personal management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.

According to Flippo, "Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals."

Nature of Personnel Management:

Personnel management includes the function of employment, development and compensation-These functions are performed mainly by the personnel management in consultation with other departments. Personnel management is an addition to general management. It is concerned with promoting and motivating competent work force to make their fullest contribution to the concern. Personnel management exists to advice and assists the line managers in personnel matters. Therefore, personnel department is a staff department of an organization. Personnel management lays emphasize on action rather than making lengthy schedules, plans and work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern. It also motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation. Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers.

Role of Personnel Manager:

Personnel manager is the head of personnel department. He performs both managerial and operative functions of management. His role can be summarized as :

1. Personnel manager provides assistance to top management- The top management are the people who decide and frame the primary policies of the concern. All kinds of policies related to personnel or workforce can be framed out effectively by the personnel manager.

2. He advices the line manager as a staff specialist- Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters.

3. As a counsellor ,- As a counsellor, personnel manager attends problems and grievances of employees and guides them. He tries to solve them in best of his capacity.

4. Personnel manager acts as a mediator - He is a linking pin between management and workers.

5. He acts as a spokesman - Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government. He represents company in training programs.

ROLES OF PERSONNEL MANAGER

Task 3:

Distinguish between Human Resource Management & Personnel Management:

Human Resource Management

Personnel Management

Human Resource Management deals with the management of the work force, and contribute to an organization success.

Personnel Management is more administrative and it basically deals with the employees their payroll and employments laws.

Human resources Management can be stated to be proactive, as it pertains to the continuous development of policies and functions for improving a company’s workforce.

Personnel management can be considered as reactive, in the sense that it provides concerns and demands as they are presented.

Human Resources Management is an integral part of a company or an organization.

Personnel management is independent from an organization.

Human Resources Management tends to provide motivation through human resources, effective strategies for facing challenges, work groups, and job creativity.

Personnel management tends to motivate the employees with compensations, rewards and bonuses.

The prime focus of Human Resources Development is to build a dynamic culture.

Personnel management focuses on administrating people.

On the whole the basic difference that was found is that Personnel management deals with employees, their payroll and employment laws. On the other side, Human Resources Management deals with the management of the work force, and contributes to an organization’s success.