Scope Of And Functions Of Human Resource Management

Published Date: 02 Nov 2017

The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations.

Personnel Management - Its direct manpower management which engage planning, hiring, training, development, induction & orientation, transfer, promotion, compensation, layoff & economizing, and employee effectiveness. It also includes developing new skills, disbursement of salary, motivation, payment, itinerant policies and actions, and other related way of actions.

Employee Welfare – It covenant with working environment and amenities at workplace. It includes a wide range of responsibilities & services such as security, health, medical, welfare and social. It also wrap appointment of safety bureaucrat making the environment favourable for working, reduce workplace risk, support by top management, job safety, cleanliness, safeguarding machinery, proper working, environment, hygiene, medical care and benefit.

Industrial Relations – Since employment relationship is a very sensitive area, which needs careful connections with labour or employee union, address their grievances and effectively settle the disputes in direct to maintain concord and harmony in an organisation. Its an art and science of understanding the employment relations, joint consultations, corrective events, solving problems and shared efforts, thoughtful human behaviour and continue work relations, group deal and conclusion of argument. The aim is to maintain the interests of both workers and management.

Managerial Functions of HR department:

Planning –It includes identifying HR requirements and forecasting personnel needs. Its nothing but Future course of action.

Organising – Division of labour; assignment of responsibility is part of the organisation’s functions.

Staffing – It is the process of getting and keeping capable and competent personnel in different positions at all levels, i.e., manpower planning, recruitment, selection, placement and induction.

Directing – Its process of through all the accessible resources towards the ordinary goals.

Controlling –Quantity and improvement of activities to certify that the events conform to plans.

Operative Functions of HRM:

It includes function such as employment of new personnel, developing their skill sets, compensating them for their efforts and maintaining employee relations.

Employment – It involves obtain and employing persons with appropriate knowledge, skills, ability to perform various jobs. It includes role such as job analysis, human resource planning recruitment, selection, assignment and training.

Job Analysis – It ensures acceptable performance of an employee, skills, aptitude and reason to perform a job must match the requirements of the needs. Process by which the tasks include to determined and capability of required to do it successfully are identified.

HR Planning – It involves estimating the HR requirements of an organisation and the attitude to contribute the human resources, and making appropriate alteration between the two in correlation with the organisational plans

Recruitment – Recruitment is the course of seeking and attracting potential candidates against a opening in the organisation

Selection – The purpose of employment selection is to choose the right candidate for a job

Placement – After a selected candidate conveys his or her receiving of the offer of employment made by an organisation, his or her placement has to be decided based on the needs of the organisation

Induction – Introducing a new employee to the organisation, the organisation’s business, its culture, values and beliefs, and practices and procedures is termed as induction

HR Development Functions:

Performance Appraisal – This is the process of measure the performance of an employee on the work and initializing a plan for an employee’s improvement.

Training – Training is the systematic development of information, skills and approach required to do the given job successfully, in an entity

Management Development – It is the idea of developing the employees of an organisation to meet future changes and challenges

Career Planning & Development – Career planning and development refers to identifying one’s career goals and formulating plans for achieving them through various means such as education and work experience

Compensation – Compensation includes all the rewards that an employee receives during the course of his or her job–for his or her contributions to the organisation. It includes Job assessment, salary and supervision, motivation, Fringe reimbursement and Employee relations.

Increasing employee productivity

Keeping the employees satisfied and motivated

Developing team building, team management, leadership skills in employees

Designing and realizing a fast and appropriate complaint organization system

Ensuring discipline among the employees by prompt action to correct deviations

Supporting employees by counselling and developing them into complete persons and accountable people

Enhancing the quality of both work and personal life of the employees

Define wage and salary. What are the factors for effective wage administration?

Compensation/salary systems are designed to certify that employees are salaried properly depending on the skills and knowledge (intellect) required for doing a specific job.

Compensation Management or salary administration turns around designing and controlling strategies and way of spending employee compensation.

Salaried frequently implies a status characteristic, because those who are on wages are usually professional, managerial, proficient and decision-making employees, whereas wage earners are selected as hourly, non-supervisory or proletarian.

Salary employees in some organisations do obtain full remuneration if they are absent for such cause as illness, whereas waged employees, particularly at the lower management levels, frequently receive overtime pay for extra work.

Key factors for effective Wage and Salary Administration:

Signal to the employee the major objectives of the organisations – It must association to the overall goals and objectives of the company. On the other offer if a company values the productivity and the units produced the compensation system should be designed such that productivity is rewarded.

Attract and retain the talent an organisation needs – The need to benchmark salaries to the prevalent market standard for that job/skill so that the business is able to attract the correct talent. If an enterprise pays a salary lower that what is the prevalent market standard for that job/responsibilities, the probability that suitable candidates would get the job offer and link the company is stumpy. Even if they do join afterwards when they find that the marketplace pays higher for that job they would speedily find a more remunerative job and abscond the company.

Create the type of culture the business seeks – Compensation systems play a critical role as sponsors for the organisation’s culture. Performance driven traditions would construct compensation strategy that clearly and significantly reward performance. A company that rewards loyalty would reward employees who stay more duration in the company by significantly better incentive programmes.

Hence, we see how reimbursement systems are meditative of the organisation’s overall philosophy of what its goals and objectives are and how this can be synchronized to salary payout.

What are the different types of on-the-job and off-the-job training?

On-the-Job Training

It’s a real job environment where the trainee is exposed to actual work situation. The major advantage of this method is that the trainee gets hands-on experience of the job that has to be performed. The different forms of on-the-job training are:

Job Instruction Training - In this way trainee can discuss the problems in performing the job immediately with the trainer.

Apprenticeship and Coaching - Individuals seeking to enter skilled trades, like those of carpenters, electricians etc, are required to go through formal apprenticeship under experienced employees, before they join their regular job.

Job Rotation - In this way trainee is placed on different jobs across various functions in the organisation. The trainee grows cross-functional knowledge and is able to take up different jobs.

Committee Assignments - In this method, a group of employees are assigned an actual organisational problem and are asked to find a solution. The trainees develop their team-management skills, interpersonal skills, communication skills, problem-solving skills and leadership skills while solving the problem as a group.

Off the Job Training

It refers to training imparted away from the employee’s immediate work area. When training is performed on the job, any mistake by the trainee might result in damage to the organisation. Hence, off the job training can be conducted to minimise this damage. Different forms of off the job training are:

Classroom Lectures - This approach is widely used for helping the employees. The trainer should actively involve the trainees and make the session more interactive.

Simulation Exercises - In this method of training, the trainee is exposed to an artificial work situation that closely resembles the actual situation. Simulation exercises are of great help to the employee to learn the task on hand. It can be in the form of case exercises, experiential exercises, complex computer modelling, Vestibule training and role play. Following are a few types of simulation exercises:

Case Exercise – In case study a real life problem encountered in the organisation is presented to the trainees.

Experiential Exercise – In this method, the trainer simulates situations where the employees are exposed to actual work problems. The trainer can create a situation where employees are asked to work in teams. After the exercise is complete, the trainer discusses the behaviour of the employees during the exercise, with the group. He appraises the trainees about their performance, and discusses the exercise with the help of theoretical concepts.

Computer Modelling – Computer modelling is a technique whereby the dimensions of the job are programmed into the computer. Computer modelling helps in learning directly. In this training, trainees get real life experience by working on a computer.

Vestibule Training – In this method, the actual work conditions are simulated and the equipment used by the trainees is similar to what is used in job.

Role Playing – Role play is described as a method of human interaction involving realistic behaviour in an imaginary situation.

What is the need for performance reviews? What are the benefits of carrying out performance appraisal in organisations?

Performance review is a systematic activity through which the organisation decides the scope to which the employee brings as per agreed objectives that is aligned to business results.

Defining performance goals/objectives: Performance goals are to be set which is split into quarterly or annual targets. It should be SMART (the principle of being Specific, Measurable, Achievable, Realistic and Time-bound).

Measuring Performance: Review of progress and determine sustain the employee strength need to complete the goals as per agreed standards. Recommend training on-the job support that the employee might require achieving the targets within the deadlines.

Feedback and Coaching: It focus on the developmental needs of the employee that the manager needs to ensure the employee to successfully meet the goals.

Benefits of Performance Appraisal:

PMS pay for fair process that let employee to target themselves and adjust performance vs. relevant others in the team/organisation

Recognition may be a easy POB of the employee or a proposal for a increment, endorsement or assignment of more interesting tasks

Awards may be given in the form of item, feast honouring certain persons, certificates and sign, too, may be agreed, or the employee's name might be pierce on the Honours Board

An incentive programme is mainly built on financial rewards and non- financial rewards

Promotion is a term which is an essential outcome of successive superior performance

Promotions are usually given for the following Reasons:

To appoint the person in a position where he/she will be of greater value to the organisation and where they may get personal satisfaction and proceeds from their work

To recognise an individual's performance and reward the individual for the work so that he/she may have an incentive to move ahead.

To increase an employee's organisational effectiveness

To build morale, constancy and a sense on the part of the employees, it has to be driven home that they would be endorsed if they show their latent

To provide a process of "selective socialisation."

To attract appropriate and capable employees for the organisation

To create a feeling of contentment among employees with their conditions and support them to accomplish something in an organisation

Explain the impact of globalisation on HRM

Most often, organisations replace several related systems, such as employee database, payroll and benefits systems.

Many companies follows the procedure of comparing and calculating several packages with a team of forecaster or supervisor from various departments pretentious – HR, payroll, remuneration, employee relationships, training, etc.

The HR department looks for improved reporting of employee data, while payroll would be disturbed with the system’s pay ensure computation and regulatory reporting, and reimbursement may be appearing for a more efficient staffing process.

As the team estimate an software package, it starts to get a better take hold of on what the company’s industry procedure are, and consequently what the company might require.

There are three main actions in an HRIS functioning:

Organizing the HRIS for the organisation’s industry procedure and strategy

Interface information with other scheme and exchanging historical data

Preparing the organisation for the HRIS

It comes with built-in procedures for mainly HR activities, but an administration needs to modify the organization to procedure according to their specific needs

Configuration tasks subsequently become a procedure of thoughtful the company’s business processes well enough to programme that logic into the HRIS

The Project team necessity follow the progress not only on the technological aspects of put into practice, but also on the softer side of supervision the organisation as a entire to recognize the new business procedure that come with the HRIS

During the implementation phase, organisation should also be determining what their sustain model will appear like–what type of organisation will be required to support in HRIS

All of the substance bring up so far strength HR managers to be converted into implicated in what is usually apparent as an IT project

It guides to more incorporated coverage of employee information, which can guide to efforts that advantage of the company–improved coverage of employee expenses, skills and needs, promptness and recording, etc

Generally HRIS packages rely on data models, Advanced-level programming languages and interactive information management, presenting technological requirements for which various IT analysts may not be ready

Some organization depend a large amount on consulting certain or service provider to do the functioning

Training course can assist employees to understand the system on form

The steering commission is an outstanding group to supervise the ongoing excellence of HRIS operations, manage relations with the HRIS merchant and obvious the path for later improvements or enhancements

Ms. Swapna is the HR Manager of ABC Pvt Ltd. She wants to ensure that employee discipline is well maintained. What are the important principles that have to be observed in the maintenance of discipline?

The mainly important main beliefs to be observed in the maintenance of regulation are:

The entire rule should be bounded in support and cooperation with the legislature of employees. If the later have a split in create them, they will be additional possible to examine them

All policy should be checked at ordinary period to ensure that they are functioning well according to the organisational strategy and exercise

Policy should be different with vary in the working requirement of employees. Those delimited for office employees, possibly will extremely well be different from those that are put together for workers in business concern

Rules should be consistently enforced if they are to be successful. They must be functional without exemption and without flexible them or disregard them in favour of any one worker

Penalties for any infringement of any law should be obviously assured in advance. Employees have right to know what to anticipate in the event of any violation of a rule or regulation. For this purpose, it is recovered to issue them in the employees handbook

A disciplinary policy should have as its objective as the anticipation of any violation rather than the easy management of penalty, though it should be anticipatory slightly than punitive

Extreme care should be use to ensure that violation are not encouraged. This should be done as a matter of Policy

If infringement of a specific rule are reasonably frequent, the situation surrounding them should be cautiously examined and considered in order to find out the cause of such violations

For troublesome employees, the organisation should exercise more caution and take extra measures to control them

Definite and exact provisions for request and check of all corrective actions should be specifically mentioned in the handbook for combined agreement