Functions of HRM: Short Definitions, Process & Diagrams
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The document outlines the key functions of Human Resource Management (HRM), categorized into managerial, advisory, and operational roles. It details critical areas such as human resource planning, career development, employee welfare, motivation, and compliance, while highlighting processes like talent management and performance management. Additionally, it emphasizes the importance of job analysis, training, and continuous assessment to align HR practices with organizational goals.
Functions of HRM: Short Definitions, Process & Diagrams
- 1. Functions of HRM: Short Definitions, Steps/Process & Diagrams HRM is the formal administrative system devise to manage the people within an org. There are various functions of HRM what can be divided mainly into three parts i.e. Managerial, Advisory & Operational functions. The overall functions are discussed below with simple short definitions of each & also the process of each functions show with diagrams. There are many more functions of HRM, but the below are the most significant. Human Resourcing Planning: Determine the number and type of employees needed to accomplish organizational goals. Career Development: Assist employees to upgrade their professional life with additional trainings & advising. Employee Welfare: Maintaining healthy, safe & improving work environment. Job Redesign: Reviewing job responsibilities & possibly re-allocated among staff to improve output. Human Resource Planning Assessing HR Inventory Demand Forecasting Supply Estimating Matching Demand & Supply Suggest Action Plan based on HR Surplus & Shortages Career Planning Self Assessment Set Goals Analyze Opportunities Action Plan of Future Development Employee Assistance Work-Life Balance Health & Safety Employee Welfare Includes Job Rotation Job Enlargement Job Enrichment Job Redesigning Ways
- 2. Talent Management: Identify highly skilled employees/candidates & take initiatives to retain & develop them. Compliance: Overview whether org. & worker related laws are properly implemented or not. Motivation: Ensuring the employee satisfaction & meeting their rational needs. Succession Planning: Advanced action plan to fill up very important positions just in case of future vacancy fill up. Compensation Management: Managing issues related to salary, wages, bonuses & benefits. Talent Management Process Talent Acquisition Talent Development Talent Retention Documentthe Decisions GiveFeedbacks KeepEarsOpen TraintheEmployees TraintheManagers UpgradeHRManual GetGoodAdvice EducateYourself DevelopinganEffective ComplianceProgram Motivation Process Identify Unsatisfied Needs & Motives Tension Take Action to Satisfy Reward & Punishment Feedback SuccessionPlanningSteps IdentifyKeyPositions AssessCapabilitiesoftheKey Positions IdentifyInterested&Potential Employees MatchtheirCapabilitieswith Requirements Develop&Implement Succession&Knowledge TransferPlans Evaluation Compensation Mgt. Process Consider Org. Budget Analyze the Jobs Decide Category Develop Compensation Package Review
- 3. Labor Relations: Interacting & negotiating with labor representatives/ trade unions. HR Audit: Review the HR policies & practices & suggest to correct them accordingly. Performance Management: Monitor employee performances & take initiatives to keep the performance at expected level. Advisory Function: Suggesting & informing people related issues to the dept. heads & top management. Recognize the Legal Rights & Compliance Negotiations of Labor Agreements Administer of Agreements on Regular Basis HRAuditProcess Determinethe Scope&Typeof Audit DeveloptheAudit Questionnaire CollecttheData Benchmarkthe Findings ProvideFeedback abouttheResults CreateactionPlans FosteraClimateof Continuous Improvement Performance Mgt.Process Define Goals Set Standard Monitor & Evaluate Rate Perfor- mance Share Results Advise to the Dept. Heads Advise to the Top Mgt. Advisory Function of HR
- 4. Job Analysis: Describing the existing nature of jobs & specifying the human requirements. Employee Orientation: Assisting new people to understand & adjust with the org. Training: Coaching new employees to fill up their knowledge & skill gaps for the job. Development: Identify the knowledge & skill gap of the existing employees & coach them accordingly. Organizing: Allocating & relating the tasks among the people to achieve org. goals. JA Process Defining Objectives Classifying Positions Discussion & Data Collection Data Evaluation Suggestion & Action Job Duties & Responsibilities Compliance & Regulations About Department & Team About Overall Org. Employee Orientation Briefing Includes Training Process Identify Job Duties Develop Training Module Accordingly Run Training Program Assessment & Evaluation Identify Knowledge Gaps Design Development Module Run Development Program Feedback Identify All Relevant Activities Define Roles of the Positions Define Authorities & Responsibilities Allocate Job & Tasks Accordingly
- 5. Controlling: Compare plan & outcomes & take initiatives accordingly. HR Research: Gather employees opinions regarding various issues to understand them better. Assess Current Outcomes Compare with Planning Take Remedial Actions Others Etc. Ratio Analysis Salary Survey Employee Engagement Survey Personnel Research Includes