4 Major Functions of Human Resource Management. Human resource function refers to those tasks and duties performed in both large and small organizations to provide for and coordinate human resources. Human resource functions are concerned with a variety of activities that significantly influence all areas of an organization, and include followings 4 major functions of human resources:
- Acquisition of human resources (Getting people)
- Development of human resources (Preparing people)
- The motivation of human resources (Stimulating people)
- Maintenance of human resources (Keeping them)
Acquisition of Human Resources:
There are two steps involved in the acquisition process:
Recruitment is a process by which organizations locate and attract individuals to fill job vacancies.
Selection is a process of measurement, decision making, and evaluation.
Development of Human Resources:
After selecting and recruiting individuals in the right position of the organization the next function is to train and develop them so that they can become efficient employees and work toward the achievement of the organization goal.
The motivation of Human Resources:
The motivation function is one of the most important functions. After training and developing the employees the HR manager should stimulate them to work well. For motivation purposes, the H.R manager has to give the employees some compensation and benefits package.
Maintenance of Human Resources:
The last phase of the H.R.M. function is called the Maintenance function. For maintaining the people H.R.M should go for some method of providing a safe and healthy workplace. Labor relations & collective Bargaining.
Other HR Functions:
Several other functions performed by HRM. that are stated below –
Formulation of H.R. Policies:
The HR manager should Plan Appropriate human resource policies in the organization and try to formulate it.
Procurement and selection of efficient employees:
Guidance and placement:
Training and development:
After recruiting and placing the employees in the right place the next step is to train and develop the Human Resources collected recently. There are different methods of training and development. “Training and Development means changing what employees know, how they work. Their attitudes toward their work, or their interaction with their co-workers or supervisors.
Promotion and Transfer:
It is an incentive for the employees & necessary for organizational improvement.
Job Analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities; of a job. This analysis involves the identification and description of what is happening on the job.
Maintenance of working environment:
Maintenance of the working environment is a must for every organization. Maintaining a healthy work environment not only a proper thing to do but it also benefits the employer, like – increase in productivity, increase in a positive attitude towards their organization.
Protection of Employees:
Employees should be well protected. Without safety measures, the human resources of the organization will not perform well/properly. Although safety is everyone’s responsibility, it should be part of the organization’s culture; Top Management. must show its commitments to safety by providing resources to purchase safety devices and maintaining equipment.
Workers come to work in the organization for getting remuneration. Without remuneration, Human resources cannot work. Human resources should be given to provide reasonable remuneration to work properly.
They will be given service ‘packages to work properly.
Job and Merit evaluation:
Without a job, evaluation efficiency cannot be judged.
Labor management relation:
There is a need for good and harmonious employer-employee relations. Historically the relationship between labor and Mgt. was built on conflict. There are various reasons for bad human relations and a number of ways to increase it. We should try to decrease the had human relation and increase good human relations.
The present age is democratic. Workers’ participation is an essential condition for taking decision and formulating rules and regulations. Because workers are the only source of energy for implementing organizational policies and operating machines and equipment and achieve organizational goals.
Agreement with Trade Unions:
T.U. is very powerful in the industrial context. Without satisfying the T.U. leaders the H.R. managers cannot run the organization properly. That is why an acceptable agreement with the T.U. leaders are needed.
Leadership and co-operation:
Without a good leader, an organization cannot run properly. It should be guided for ensuring co-operation. Without co-operation, the leader cannot properly utilize the resources easily.
Providing benefits and rewards:
For getting cooperation from the Human resources the H.R. managers should provide them benefit packages and benefits.
Discipline is essential for an organization to work properly, the HR manager should take proper disciplinary action indiscriminately when indiscipline arises.
Career Planning and Development:
H.R. Manager should try to plan for the development of the career of its staff. Career means the pattern of work-related experiences that span the course of a personal life. Career development looks at the long-term career effectiveness and success of organizational personnel.
HR managers should handle all sources of grievance placed before them fact fully and carefully. Indiscipline and unrest may be corrected.
Reviewing employee needs:
HR managers must monitor the employee’s needs from time to time and try to satisfy the needs of employees.
- Technical Assessment
- Job Analysis Methods – The different methods
- Different Types of Job Interviews
- What is a Job Interview Definition?
- What is Promotion? Definition and Meaning
- What Are The Different Types Of Employment Leaves?
- What Should Be Included In An Employee Handbook?
- Employee Handbook – Advantages and Disadvantages
- The Practice of RACI Matrix in an organization
4 Major Functions of Human Resource