Human resource planning: This is the critical job of HR function. Dale Yoder
defines Human resource planning as “the process by which an Organization ensures
that it has the right number of people, the right kind of people, at the right place and at
the right time doing work in the Organization”. To take hypothetical example, suppose
the objective of marketing is to increase the total sales by 20%, and once this
objective has been established, the HR Manager must determine precisely how can
this objective be translated into human resources. A logical starting point is to review
the present or current job descriptions. Then determine skills necessary to meet the
set objectives. Finally they should translate the needed skills and abilities into types
and number of employees. The HR function collects data related to vacancies due to
retirement or resignation or retrenchment as well as additional human resource
requirement for executing development plans of all functions.
Recruitment and selection: It involves design of policies and procedures for fair
recruitment and selection of human resource required by the Organization time to time in order to contribute to the fulfillment of the Organization’s corporate strategy.
Identifying the credible sources of employment and adopting effective selection
process to identify suitable persons by taking into consideration Organizational goals,
job demands, social conditions and desired behaviour.
Training and development: The objective of training and development is to develop
key competencies in individuals to perform current or future jobs. It involves
identification for training needs, selection and execution of training methods and
facilitation of skill development and behaviour shaping.
Provision of fair treatment: HR function designs policies and procedures for the
entire Organization to ensure fair treatment of employees at work. These policies are
communicated to all the employees.
Organization/Job Design: Defining how tasks, authority, and systems will be
organized and integrated across Organizational units and in individual jobs, is the
responsibility of HR department.
Employee counselling: One of the important activities of HRM is to develop
appropriate system for employment counselling either through in-house or by external
consultants.
Encouraging involvement: Employee involvement is extremely important in
creating participative culture within the Organization. Employees need to be
encouraged to participate in decision-making, in designing policies and procedures in
line with the strategic plan of the Organization.
Information Systems: HR information base will be developed through HR research
and information system to provide access to internal departments and also
Organizational clients.
Payment and reward of employees: HRM involves designing of appropriate
payment and reward systems for all employees. These systems should be acceptable
to all employees. They need revision from time to time. The payment and reward
systems should be competitive.
The Organization collects comparative data from other Organizations and work for
developing better systems. HRM also deals with individual problems or complaints
about payment and reward systems.
Employee welfare: Establishment appropriate systems for employee welfare in
accordance with the objectives of the Organization and monitoring the cost and
effectiveness of such provision are an important HRM activity.
Health and safety: HRM involves in designing and implementing the Organization’s
health and safety policy, and monitors the effectiveness of the policy. It also involves
in promoting health and safety and encourages the involvement of all employees
throughout the Organization.
Union/Labor Relations: HRM recognizes Unions, facilitates elections and provides
supporting services to promote healthy union and Organizational relationship.
Assessing performance of employees: HRM involves in the design and
implementation of techniques to assess performance of employees effectively. The
employees are trained, informed and involved in performance management
techniques. Maintenance of performance records and monitoring the effectiveness
of the performance assessment procedures are the responsibilities of HR department.
Disciplining individuals: Design of disciplinary procedure, monitoring the
effectiveness of the procedure, advising line managers on disciplinary problems,organizing training for line managers and employees on disciplinary issues, and
maintaining records of disciplinary action taken against employees are the important
HR activities.
Dealing with grievances: Employee grievances are common in many
Organizations. Design of grievance procedure and communicating, training people in
grievance handling, implementation of grievance procedure and monitoring the
effectiveness of the grievance procedure are activities that HRM takes care of.
Dismissal: HRM also involves development of procedures for dismissal to ensure
that they comply with legislation and reviewing the same, providing advice and
guidance on fair dismissal procedure, and training people who are involved in the
dismissal process.
defines Human resource planning as “the process by which an Organization ensures
that it has the right number of people, the right kind of people, at the right place and at
the right time doing work in the Organization”. To take hypothetical example, suppose
the objective of marketing is to increase the total sales by 20%, and once this
objective has been established, the HR Manager must determine precisely how can
this objective be translated into human resources. A logical starting point is to review
the present or current job descriptions. Then determine skills necessary to meet the
set objectives. Finally they should translate the needed skills and abilities into types
and number of employees. The HR function collects data related to vacancies due to
retirement or resignation or retrenchment as well as additional human resource
requirement for executing development plans of all functions.
Recruitment and selection: It involves design of policies and procedures for fair
recruitment and selection of human resource required by the Organization time to time in order to contribute to the fulfillment of the Organization’s corporate strategy.
Identifying the credible sources of employment and adopting effective selection
process to identify suitable persons by taking into consideration Organizational goals,
job demands, social conditions and desired behaviour.
Training and development: The objective of training and development is to develop
key competencies in individuals to perform current or future jobs. It involves
identification for training needs, selection and execution of training methods and
facilitation of skill development and behaviour shaping.
Provision of fair treatment: HR function designs policies and procedures for the
entire Organization to ensure fair treatment of employees at work. These policies are
communicated to all the employees.
Organization/Job Design: Defining how tasks, authority, and systems will be
organized and integrated across Organizational units and in individual jobs, is the
responsibility of HR department.
Employee counselling: One of the important activities of HRM is to develop
appropriate system for employment counselling either through in-house or by external
consultants.
Encouraging involvement: Employee involvement is extremely important in
creating participative culture within the Organization. Employees need to be
encouraged to participate in decision-making, in designing policies and procedures in
line with the strategic plan of the Organization.
Information Systems: HR information base will be developed through HR research
and information system to provide access to internal departments and also
Organizational clients.
Payment and reward of employees: HRM involves designing of appropriate
payment and reward systems for all employees. These systems should be acceptable
to all employees. They need revision from time to time. The payment and reward
systems should be competitive.
The Organization collects comparative data from other Organizations and work for
developing better systems. HRM also deals with individual problems or complaints
about payment and reward systems.
Employee welfare: Establishment appropriate systems for employee welfare in
accordance with the objectives of the Organization and monitoring the cost and
effectiveness of such provision are an important HRM activity.
Health and safety: HRM involves in designing and implementing the Organization’s
health and safety policy, and monitors the effectiveness of the policy. It also involves
in promoting health and safety and encourages the involvement of all employees
throughout the Organization.
Union/Labor Relations: HRM recognizes Unions, facilitates elections and provides
supporting services to promote healthy union and Organizational relationship.
Assessing performance of employees: HRM involves in the design and
implementation of techniques to assess performance of employees effectively. The
employees are trained, informed and involved in performance management
techniques. Maintenance of performance records and monitoring the effectiveness
of the performance assessment procedures are the responsibilities of HR department.
Disciplining individuals: Design of disciplinary procedure, monitoring the
effectiveness of the procedure, advising line managers on disciplinary problems,organizing training for line managers and employees on disciplinary issues, and
maintaining records of disciplinary action taken against employees are the important
HR activities.
Dealing with grievances: Employee grievances are common in many
Organizations. Design of grievance procedure and communicating, training people in
grievance handling, implementation of grievance procedure and monitoring the
effectiveness of the grievance procedure are activities that HRM takes care of.
Dismissal: HRM also involves development of procedures for dismissal to ensure
that they comply with legislation and reviewing the same, providing advice and
guidance on fair dismissal procedure, and training people who are involved in the
dismissal process.