Scope Of And Functions Of Human Resource Management

Published Date: 02 Nov 2017

The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations.

Personnel Management - Its direct manpower management which engage planning, hiring, training, development, induction & orientation, transfer, promotion, compensation, layoff & economizing, and employee effectiveness. It also includes developing new skills, disbursement of salary, motivation, payment, itinerant policies and actions, and other related way of actions.

Employee Welfare – It covenant with working environment and amenities at workplace. It includes a wide range of responsibilities & services such as security, health, medical, welfare and social. It also wrap appointment of safety bureaucrat making the environment favourable for working, reduce workplace risk, support by top management, job safety, cleanliness, safeguarding machinery, proper working, environment, hygiene, medical care and benefit.

Industrial Relations – Since employment relationship is a very sensitive area, which needs careful connections with labour or employee union, address their grievances and effectively settle the disputes in direct to maintain concord and harmony in an organisation. Its an art and science of understanding the employment relations, joint consultations, corrective events, solving problems and shared efforts, thoughtful human behaviour and continue work relations, group deal and conclusion of argument. The aim is to maintain the interests of both workers and management.

Managerial Functions of HR department:

Planning –It includes identifying HR requirements and forecasting personnel needs. Its nothing but Future course of action.

Organising – Division of labour; assignment of responsibility is part of the organisation’s functions.

Staffing – It is the process of getting and keeping capable and competent personnel in different positions at all levels, i.e., manpower planning, recruitment, selection, placement and induction.

Directing – Its process of through all the accessible resources towards the ordinary goals.

Controlling –Quantity and improvement of activities to certify that the events conform to plans.

Operative Functions of HRM:

It includes function such as employment of new personnel, developing their skill sets, compensating them for their efforts and maintaining employee relations.

Employment – It involves obtain and employing persons with appropriate knowledge, skills, ability to perform various jobs. It includes role such as job analysis, human resource planning recruitment, selection, assignment and training.

Job Analysis – It ensures acceptable performance of an employee, skills, aptitude and reason to perform a job must match the requirements of the needs. Process by which the tasks include to determined and capability of required to do it successfully are identified.

HR Planning – It involves estimating the HR requirements of an organisation and the attitude to contribute the human resources, and making appropriate alteration between the two in correlation with the organisational plans

Recruitment – Recruitment is the process of seeking and attracting prospective candidates against a vacancy in the organisation

Selection – The purpose of employment selection is to choose the right candidate for a job

Placement – After a selected candidate conveys his or her acceptance of the offer of employment made by an organisation, his or her placement has to be decided based on the needs of the organisation

Induction – Introducing a new employee to the organisation, the organisation’s business, its culture, values and beliefs, and practices and procedures is termed as induction

HR Development Functions:

Performance Appraisal – This is the process of assess the performance of an employee on the job and initializing a plan for an employee’s improvement.

Training – Training is the systematic development of information, skills and approach required to do the given job successfully, in an entity

Management Development – It is the idea of developing the employees of an organisation to meet future changes and challenges

Career Planning & Development – Career planning and development refers to identifying one’s career goals and formulating plans for achieving them through various means such as education and work experience

Compensation – Compensation includes all the rewards that an employee receives during the course of his or her job–for his or her contributions to the organisation. It includes Job assessment, salary and supervision, motivation, Fringe reimbursement and Employee relations.

Increasing employee productivity

Keeping the employees satisfied and motivated

Developing team building, team management, leadership skills in employees

Designing and realizing a fast and appropriate complaint organization system

Ensuring discipline among the employees by prompt action to correct deviations

Supporting employees by counselling and developing them into complete persons and accountable people

Enhancing the quality of both work and personal life of the employees

Define wage and salary. What are the factors for effective wage administration?

Compensation/salary systems are designed to certify that employees are salaried properly depending on the skills and knowledge (intellect) required for doing a specific job.

Compensation Management or salary administration turns around designing and controlling strategies and way of spending employee compensation.

Salaried frequently implies a status characteristic, because those who are on wages are usually professional, managerial, proficient and decision-making employees, whereas wage earners are selected as hourly, non-supervisory or proletarian.

Salary employees in some organisations do obtain full remuneration if they are absent for such cause as illness, whereas waged employees, particularly at the lower management levels, frequently receive overtime pay for extra work.

Key factors for effective Wage and Salary Administration:

Signal to the employee the major objectives of the organisations – It must association to the overall goals and objectives of the company. On the other offer if a company values the productivity and the units produced the compensation system should be designed such that productivity is rewarded.

Attract and retain the talent an organisation needs – The need to benchmark salaries to the prevalent market standard for that job/skill so that the business is able to attract the correct talent. If an enterprise pays a salary lower that what is the prevalent market standard for that job/responsibilities, the probability that suitable candidates would get the job offer and link the company is stumpy. Even if they do join afterwards when they find that the marketplace pays higher for that job they would speedily find a more remunerative job and abscond the company.

Create the type of culture the business seeks – Compensation systems play a critical role as sponsors for the organisation’s culture. Performance driven traditions would construct compensation strategy that clearly and significantly reward performance. A company that rewards loyalty would reward employees who stay more duration in the company by significantly better incentive programmes.

Hence, we see how reimbursement systems are meditative of the organisation’s overall philosophy of what its goals and objectives are and how this can be synchronized to salary payout.

What are the different types of on-the-job and off-the-job training?