FUNCTIONS OF HRM

Mahika Singh
Princy Agrawal
Daksh Yadav
Keshav
Shlok
 Equal
Strategic HR
Employment
Management
Opportunity

Risk
Talent
Management
and Worker HRM Staffing Management and
Protection Development
Topics
Covered Employee and
Total
Rewards Labor Relations:
 Introduction
• Human Resources management has an important
role to play in equipping organizations to meet the
challenges of an expanding and increasingly
competitive sector.
• Increase in staff numbers, contractual diversification
and changes in demographic profile which compel
the HR managers to reconfigure the role and
significance of human resources management.
• The functions are responsive to current staffing
needs, but can be proactive in reshaping
organizational objectives.
• All the functions of HRM are correlated with the
core objectives of HR. For example personal
objectives is sought to be realized through functions
like remuneration, assessment etc.
 1. Strategic HR Management:
• In order to maintain organizational competitiveness, strategic
planning for HR effectiveness can be increased through the
use of HR metrics and HR technology.
• Human resource planning (HRP) function determine the
number and type of employees needed to accomplish
organizational goals.
• It includes creating venture teams with a balanced skill-mix,
recruiting the right people, and voluntary team assignment.
• This function analyses and determines personnel needs in
order to create effective innovation teams. The basic HRP
strategy is staffing and employee development.
 2. Equal Employment Opportunity
• Compliance with equal employment opportunity (EEO) laws
and regulations affects all other HR activities.
• Equal Employment Opportunity is the concept of equal
opportunity in an organization to achieve or maintain fair
employment.
• The core EEO definition (or equal opportunity for
employment) is that all employees should be fairly treated
when regarded in different decisions on employment, such
as hiring promotion, termination, compensation etc.
• Within the context of the EEO definition, 'same opportunities'
or 'equal opportunity' refers to the fact that employers may not
use certain grounds for hiring or rejecting candidate or taking
any other employment decision.
Any potential employee, who protects his interests during all
decisions on employment, shall have a right to equal
opportunities or EEO. This includes:
 Hiring and recruitment
 Compensation and pay scale
 Termination
 Employment requests
 Benefits, bonus and incentives
 Conditions of employment
 Demotions
 Promotions/Transfers
 Disciplinary measures
 Attendance and leave management
 Dressing and appearance
 3) Staffing:-

• The aim of staffing is to provide a sufficient supply of qualified

individuals to fill jobs in an organization.
• Job analysis, recruitment and selection are the main functions under
staffing. Workers job design and job analysis laid the foundation for
staffing by identifying what diverse people do in their jobs and how
they are affected by them.
• Job analysis is the process of describing the nature of a job and
specifying the human requirements such as knowledge, skills, and
experience needed to perform the job.
• The end result of job analysis is job description. Job description
spells out work duties and activities of employees.
• Through HR planning, managers anticipate the future supply of and demand for
employees and the nature of workforce issues, including the retention of employees.
• So HRP precedes the actual selection of people for organization. These factors are
used when recruiting applicants for job openings. The selection process is concerned
with choosing qualified individuals to fill those jobs.
• In the selection function, the most qualified applicants are selected for hiring from
among the applicants based on the extent to which their abilities and skills are
matching with the job.
•
 4)Talent Management and Development:

• Beginning with the orientation of new employees, talent

management and development includes different types of
training.
• Orientation is the first step towards helping a new employee to
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 programs provide useful means of
assuring that the employees are capable of performing their jobs
at acceptable levels and also more than that.
All the organizations provide training for new and in experienced employee. In addition,
organization often provide both on the job and off the job training programmes for those
employees whose jobs are undergoing change.
Likewise, HR development and succession planning of employees and managers is
necessary to prepare for future challenges.
Career planning has developed as result of the desire of many employees to grow in
their jobs and to advance in their career. Career planning activities include assessing an
individual employee’s potential for growth and advancement in the organization.
• Performance appraisal includes encouraging risk taking,
demanding innovation, generating or adopting new tasks,
peer evaluation, frequent evaluations, and auditing
innovation processes.
• This function monitors employee performance to ensure
that it is at acceptable levels.
• This strategy appraises individual and team performance so
that there is a link between individual innovativeness and
company profitability.
• Which tasks should be appraised and who should assess
employees’ performance is also taken into account.
 5)Total Rewards:

• Compensation in the form of pay, incentives and benefits are the rewards
given to the employees for performing organizational work. Compensation
management is the method for determining how much employees should be
paid for performing certain jobs.
• Compensation affects staffing in that people are generally attracted to
organizations offering a higher level of pay in exchange for the work
performed.
• To be competitive, employers develop and refine their basic compensation
systems and may use variable pay programs such as incentive rewards,
promotion from within the team, recognition rewards, balancing team and
individual rewards etc
• This function uses rewards to motivate personnel to achieve an organization’s
goals of productivity, innovation and profitability. Compensation is also
related to employee development in that it provides an important incentive in
motivating employees to higher levels of job performance to higher paying
jobs in the organization.
• Benefits are another form of compensation to employees other than direct pay
for the work performed. Benefits include both legally required items and
those offered at employer’s discretion. Benefits are primarily related to the
area of employee maintenance as they provide for many basic employee
needs.
 6)Risk Management and Worker Protection:

• HRM addresses various workplace risks to ensure protection of workers by meeting legal requirements
and being more responsive to concerns for workplace health and safety along with disaster and
recovery planning.

• There is no way to avoid risk in business. Risk management is anticipating and preparing for potential
downfalls to minimize consequences.

• Organizations have to apply risk management across their entire operations, but HR should focus on
the risks it’s uniquely responsible for.Risk management in HR means assessing and dealing with the
potential risks that come with having a workforce.
 6)Risk Management and Worker Protection:
• These risks are related to how you hire, retain, and manage employees and other types of workers, as well
as employee behavior.
• HR risk management is about contemplating likely scenarios and outcomes so you can minimize
precarious situations, have adequate solutions in place, and even prevent problems from ever occurring
There are four common risk management techniques that HR can use:

Avoidance – Evading the actions that will generate or increase.

Retention – Conceding the inevitability of particular Risks because avoiding them poses more cost/risk
han the loss.

Loss prevention and reduction: Containing risks that can’t be eliminated and keeping losses to a
minimum.

Transfer/Sharing – Shifting some or all of the risk to a third party

 7) Employee and Labor Relations:
• The relationship between managers and their employees must be
handled legally and effectively.
• Employer and employee rights must be addressed. It is important to
develop, communicate, and update HR policies and procedures so
that managers and employees alike know what is expected.
• In some organizations, union/management relations must be
addressed as well. The term labour relation refers to the interaction
with employees who are represented by a trade union.
• Unions are organization of employees who join together to obtain
more voice in decisions affecting wages, benefits, working
conditions and other aspects of employment. With regard to labour
relations the major function of HR personnel includes negotiating
with the unions regarding wages, service conditions and resolving
disputes and grievances.
Thank you Guys!!