FUNCTIONS OF HRM
HRM Functions: Selecting, Appraising and Disciplining Workers Integral to the human resource management (HRM) function and the responsibilities of other departmental managers and supervisors are the functions of selecting, appraising and disciplining employees. Bohlander and Snell (14) identify these functions as linked to the development of human capital, and further comment that human capital is rapidly becoming known as the most vital type of capital needed for organizational growth and advancement in a hypercompetitive environment being shaped by the intangible assets of the corporation in the form of employees' skills, knowledge, commitment and motivation. As this essay will demonstrate, effective supervision in HRM and departmental managerial positions requires competency in the key areas of employee selection, performance appraisals, and disciplinary procedures designed not solely to punish but also to effect change in workers behaviors and attitudes. With respect to selecting employees, managers are well advised to avoid hiring out of desperation, to develop appropriate interview questions and formats that focus on key behaviors and skills that are needed for the job, to carefully check all references given by an applicant, and to avoid overselling the position ("HR by the Numbers," 30). At its core, appropriate employee selection depends upon matching the individual to the job. This requires a comprehensive job description that clearly delineates the behavior . . .
re an opportunity for the company and the employee to achieve mutual goals and objectives. As such, they are learning opportunities. What is necessary is for the appraisal to be directly related to the job requirements and to specific standards and measures known to the employee as well as the supervisor. Since supervisors frequently conduct appraisals of subordinates, there are some very specific steps that should be taken in order to prepare for the interview, to wit: "* Review the record and personal history of the person by collecting all the information you have, including that from other people. Look into the person's background, service-time with the company, previous positions held and what progress the person has made since joining the company. Study any notes made of previous appraisals with the person. * Consider the work the person is doing. Become familiar with the standards and responsibilities of the position in order to judge how he or she is doing. Determine what a person in that position must do to be a success.
The function of HRM is quite broad in any organization but mostly entails recruitment of employees. In modern days, human resource management has broadened its activities to cover most of the administrative functions.
One of the important function of HRM is the protection and security of employees. HRM is responsible for hiring, training, management and development of employees.
procurement development compensation maintance integaration seperation
putting the right person at the right job on the right time is called hrm.
Human Resource Management is influenced by the demands of the individual business. The leadership of the company sets the tone for the entire organization. HRM is left to execute the plan.
soft hrm is the hrm approach that sees employees as valuable assets and means by which they can get competitive advantage and so therefore they believe in employee commitment and engagements. they could invest in employee by training them, building their careers etc. hard hrm on the other hand, sees the employee as cost and resources that they can use to get maximum returns. hence, they don't see the need of investing in them, rather the employees are being used as resources that they can get maximum returns from them.
One of the important function of HRM is the protection and security of employees. HRM is responsible for hiring, training, management and development of employees.
hrm
What is od
performance management
The HRM function is constantly changing so as to handle the various challenges in the job market. This initially started out as a clerical function by has now become an integral part of strategic planning for any organization.
procurement development compensation maintance integaration seperation
The main function of HRM in IT is job analysis. During job analysis information is collected about the duties, necessary skills, responsibilities and outcomes of a particular job.
It is correct to conclude that all managers are involved in the human resource management function and implementing HRM activities and programs. This is because the managers will have to interact with employees at on point or another which is a human resource function.
Non-HRs may have HR positions, because they are both heavily involved in human resource management.
What are the misconceptions of HRM?
Philosophical approaches to HRM include humanistic, utilitarian, and ethical perspectives. The humanistic approach emphasizes the value of individuals and their well-being within the organization. The utilitarian approach focuses on maximizing efficiency and outcomes for the organization. The ethical approach centers on making decisions that are morally right and just for all stakeholders involved in HR practices.
by using the propetys