General Functions of Human Resource Management: Human Resource Management functions are concerned with a variety of activities that-significantly influence all areas of an organization. Human Resource Management refers to the concepts and techniques one needs to carry out the “people” or human resources, aspects of management job including recruiting, screening, training, rewarding, and appraising. In its general sense, it refers to the management of people at work responsibility that most managers have to fulfill. Human resource managers and academics have debated for some time the point at which human resource management ends and other functional management begins.
General Functions of Human Resource Management
These General Functions of Human Resource Management are given below:
Formulation of Human Resource Policies:
The human resource manager should plan for appropriate human resource policy in the organization and try ‘to formulate it.
Recruitment of skilled human resources:
Another most important function is to procure ‘efficient employee S from the different sources. Not only that, but the selection of human resources is also important to the function of Human Resource Management. Only procurement and selection; of human resources cannot help achieve the goal of Human Resource Management.
Selection and posting of human resources:
After recruiting efficient employees, the third step is to give them proper guidance and place them correctly, so that they can work comfortably and for the achievement of organizational goals as per the desire of the management. Proper guidance and placement can encourage human resources to perform their assignments.
Job analysis and description:
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 in the job.
Promotion and transfer:
The fifth step is the promotion and transfer of the employees according to their skill and performance in the right places. Employees deserve it after a few years. Similarly, employees may be transferred as per the need of the organization or desire of the employees.
Orientation and socialization:
Through orientation background information about the firm is given to the employees and executives. By the socialization process employees and executives are given some guidelines so that they can adjust themselves with the organizational environment.
Training and development:
After recruiting and placing, 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, at their interaction with their co-workers or supervisors.
Career planning and development:
Human resource managers- should try to plan for the development of the career of its human resources. Career means a pattern of work-related experience – throughout the span of a person’s life. Career development looks at the long-term career effectiveness and success of organizational personnel.
Without a job, evaluation efficiency cannot be judged. Therefore, the employees’ role should be evaluated to place them at the proper place of pay structure.
Performance appraisal is a process of systematic evaluation of the work-related performance of employees for selecting them for benefit packages.
Workers come to work in the organization for getting remuneration. -Without it, human resources cannot work. The human resources should be given reasonable remuneration to working properly.
Providing benefits and incentives:
For getting co-operation from the human resources the human resource managers should provide those benefit packages and incentives.
Human ‘resource managers should handle all sources of grievances placed before them tactfully and carefully. Indiscipline and unrest may be corrected through proper handling of grievances.
Discipline is essential for an organization to work properly. Human resource managers should take proper disciplinary actions indiscriminately when indiscipline arises. This is a must to ensure discipline and protect indiscipline.
The present age is democratic. Workers’ participation is an essential condition for making the decision and formulating rules and regulations. Workers’ participation ensures uninterrupted formulation and Implementation of decisions.
There is a need for the good and harmonious employer and employee relations. Historically, the relationship between labor and management was built on conflict. A -good labor-management relation is a must for organizational peace as well as the work environment.
Reduction of dispute:
Under this function of the settlement of dissatisfaction among the employees is done by human resource managers with a view to bring and maintain industrial peace.
Managing trade unions:
A trade union is very powerful in the industrial context. Without satisfying the trade union’s leaders, human resource managers cannot run the organization properly. That is why an acceptable agreement with the trade union leaders is needed.
Through collective bargaining, the human resource manager tries to settle disputes of .employees with the management and gain reasonable benefits.
Maintenance of working environment:
Maintenance of the working environment is a must for every organization. Maintaining a healthy work environment is not only a proper thing to do but it also benefits the employer, like increased Productivity, increased positive attitude towards their organization, etc.
These General Functions of Human Resource Management are the detailed functions of Human Resource Management. There may be other types of classifications or other General Functions of Human Resource Management in different books in most of the cases these functions are usually performed.
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