Functions and

Activities/Role of HRM
 Human Resource management
• Human Resource management is the body
of knowledge and a set of practices that
define the nature of work and regulate the
employment relationship. HRM is the
function within an organization that focuses
on recruitment, management and providing
direction for the people who work in the
Organization.
Dave Ulrich’s HR Model
 Five Functional Areas
1 Staffing
deals with obtaining people with appropriate
skills, abilities, knowledge and experience to
fill jobs in the work organization
 Pertinent practices are:
• HR PLANNING: process for determination
and assuring that organization will have
adequate number of qualified persons available
at proper times, performing jobs which would
meet needs of the organization and provide
satisfaction for persons involved.
 JOB ANALYSIS
JOB ANALYSIS : study and collection of
information relating to the operations and
responsibilities of a specific job.
- Collection of data, facts and ideas relating to
various aspects of jobs including men machine
and materials.
- Preparation of job description and employee
specification w/c help in identifying the nature
and levels of HR.
- Providing guides, plans and basis for job design
and for all operative function of HRM.
RECRUITMENT : process of searching prospective
employees and stimulating them to apply jobs
in an Organization
- Identification of existing sources of applicants
and developing them
- Creation of new sources of application
- Stimulating the candidates to apply for jobs in
an Organization.
- Striking a balance between internal and
external source
• SELECTION: process of ascertaining the
qualifications, experiences, skills, knowledge
skills of an applicant with a view to appraising
her/his suitability to a job appraising.
• PLACEMENT : assigning the selected
candidate with most suitable job in terms of
requirements
Rewards
Involves the design and administration of
reward systems to encourage employee
cooperation and commitment. Practices
include job evaluation, performance appraisal,
and benefits.
Compensation- process which inspires people to
give their best to the Org. through the intrinsic
and extrinsic rewards.
• Employee Development
Is analyzing training requirement to ensure
that employees posses the knowledge and
skills to perform satisfactorily in their jobs or
to advance in the Org. Performance appraisal
can identify employee key skills and
“competence”.
• Training : continues process in learning skills for
improving, changing and developing skills,
knowledge creative ability, aptitude, attitude and
values of an employee. The aim is to improve the
skills and performance of the employee.
Employee Maintenance: Is the administration and
monitoring of workplace, safety, health and
welfare policies to retain a competent workforce
and comply with statutory standards and
regulations.
• Employee Relations
A range of employee
involvement/participation schemes in Union or
Non-Union workplaces. In a union
environment, it is also includes negotiations
between management and union
representatives over decisions affecting the
employment contract.
HRM Functions and Activities
1. Understanding and relating to employees as
individuals, thus identifying individual needs
and career goals.
2. Developing positive interactions between
workers, to ensure collated and constructive
enterprise productivity and development of a
uniform organizational culture.
3. Identify areas that suffer lack of knowledge and
insufficient training, and accordingly provide
remedial measures in the form of workshops and
seminars.
4. Generate a rostrum for all employees to express
their goals and provide the necessary resources to
accomplish professional and personal agendas,
essentially in that order.
5. Innovate new operating practices to minimize risk
and generate an overall sense of belonging and
accountability.
6. Recruiting the required workforce and making
provisions for expressed and promised payroll
and benefits.
7. Implementing resource strategies to
subsequently create and sustain competitive
advantage.
8. Empowerment of the organization, to
successfully meet strategic goals by managing
staff effectively.
• 9. The human resource department also maintains
an open demeanor to employee grievances.
Employees are free to approach the human
resource team for any conceived query or any
form of on-the-job stress that is bothering them.
• 10. Performance of employees is also actively
evaluated on a regular basis. These are checks
conducted by the HR to verify and thereby
confirm the validity of the employees actual
performance matching the expected performance.
• 11. Promotions, transfers or expulsion of services
provided by the employee are some duties that are
enforced by the human resource department.
Promotions are conducted and are predominantly
based on the overall performance of the
individual, accompanied by the span or tenure he
has served the organization.
• 12. Looks at the possibilities of the employee
from one job to another, maintaining the hierarchy
in the company and considering the stability of
post and the salary obtained over a period of time
 HRM activities
-Recruitment Management
-Workforce Planning
-Induction Management
-Training Management
-Performance Management
-Compensation & Benefits
-Attendance Management
-Leave Management
-Benefits Management
• -Overtime Management
-Pay slip Distribution
-Timesheet Management
-Employee Information/ Skill Management
-Employee Survey
-Exit Interviews & Process
-Health & Safety
• These activities may vary from one workplace
to another. Large workplaces are more likely to
employ at least one HRM/personnel.
• Large org. might divide HRM activities among
several managers; one specialist for
recruitment and selection, and one for
employee trainings and development.