B.TECH-25-HRM-LECTURE 2

LECTURE 2
MANAGEMENT PRACTICES, DUTIES AND FUNCTIONS OF HUMAN RESOURCE

MANAGER
HR has many important functions in the organization. These include recruitment, performance
management, learning and development, and many more. In total, there are 12 key functions of
Human Resources Management. HRM is a distinctive approach to employment management that
seeks to achieve competitive advantage through the strategic deployment of a highly committed
and capable workforce using an integrated array of cultural, structural, and personnel techniques.
1. Human resource planning
The first HR function is all about knowing the future needs of the organization. What kind of
people does the organization need, and how many? Knowing this will shape recruitment, selection,
performance management, learning and development, and all other Human Resources functions.
In brief, human resource planning is a continuous, data-driven process to make sure that the
organization has the right people in the right place at the right time to achieve its strategic goals.
2. Recruitment and selection
The second HR function involves attracting people to work for the organization and selecting the
best candidates.
Attracting people usually starts with an employer brand. Once candidates apply, the selection
process is an HR instrument to pick the best-qualified and highest-potential candidates. It’s vital
to build an effective recruitment a selection process, as bad hires can cause productivity drops of
up to 36%.
3. Performance management
Performance management is essential in ensuring that workers stay productive and engaged. Good
performance management involves strong leadership, clear goal-setting, and open feedback.
While (bi)annual performance reviews in which the employee is reviewed by their manager are
still common, 69% of HR professionals believe that shortly, performance management will
become more frequent and include natural conversations.
Performance management is also an instrument to close the gap between the workforce you have
today and the one you want to have tomorrow by helping employees develop future-ready skills
and competencies.
4. Learning and development
Enabling employees to develop the skills they need for the future is an essential responsibility for
HR. Traditionally, organizations have a set budget for learning and development. This budget is
then distributed among its employees. In some countries, this spending is mandatory. For example,
companies with an annual pay bill of more than £3 million pay a mandatory rate of
0.5% designated for the professional education of their employees. Some too the L&D falls under
the employer’s responsibility to take care of its employees and almost unregulated in others.
Despite the differences in regulations, almost all employers understand the value of investing in
the (future) skills of their employees. It’s the responsibility of the HR department to lead these
efforts in the right direction. Investing in employees’ skills is essential for retention and, ultimately,
retaining value for the organization.
5. Career planning
The fifth function of Human Resources Management is career planning, guidance, and
development for employees, together also referred to as career pathing. Showing employees how
their ambition can align with the future of the company helps to engage and retain them. For the
organization, there are the benefits of better succession planning, higher productivity, and a
stronger employer brand. By considering likely career paths, HR practitioners can ensure that their
workers are well-equipped to advance past their existing roles, saving them from seeking talent
externally. These, in turn, lead to improved organizational performance.
6. Function evaluation
Function evaluation is a technical aspect of HR. It involves comparing various parts of the overall
HR operation. This can include the quality, and availability of workers, job location, working
times, the economic situation, job responsibilities, and how much value a job adds to your
organization. The idea behind function evaluation is that similar jobs should be rewarded similarly.
Function evaluation helps the HR department ensure that the company is successful at both a
strategic level and with service delivery and support. That way, the company is able to deliver the
level of services required while operating strategically.
7. Rewards
Rewarding employees for their work is another essential HR function. Compensation and
benefits are integral to attracting the right kind of candidate for the role, and company. These will
vary across different fields, countries, and cultures. The total rewards framework shows that
rewards are more than just money and other monetary benefits. They can also be relational and
psychological outcomes. Rewards include salary but also growth and career opportunities, status,
recognition, a good organizational culture, and a satisfying work-life balance. For example,
fantastic colleagues and meaningful work are also rewarding to employees. The monetary reward
of the job consists of financial rewards and other (secondary) benefits.
Rewards are thus much more than just financial. Here is a non-exhaustive overview of total
rewards: Base salary, Performance-based pay, Bonuses, Social environment, Job security, Status,
Alternating work, Autonomy, Growth opportunities, Feedback, Formal and informal development
opportunities
8. Industrial relations
Another function of HR is maintaining and cultivating relationships with labor unions and other
collectives and their members. Maintaining good relations with unions will help to spot and resolve
potential conflicts quickly and will also be beneficial in more difficult economic times when
layoffs or other actions are required.
9. Employee participation and communication
Communication relates to spreading information relevant to employees. People Advocacy includes
culture building, people practice, and being a workplace champion and communication expert.
10. Health and safety
HR plays an important role in creating and implementing health and safety regulations. Making
these regulations part of the company culture is one of the main functions of HR. The pandemic
also raised awareness about health and safety in the workplace. In fact, 43% of employers say job
candidates are asking about safety and health protocols, which shows that creating a safe
workplace needs to be a priority for HR.
11. Wellbeing
Another key HR function is supporting employees so that they can do their best work. This
involves proactively promoting mental, physical, and financial well-being. HR professionals also
assist and take care of employees when they run into problems and when things don’t go as
planned. Problems in the workplace and outside can negatively impact employee performance,
engagement, and productivity. This, in turn, harms a company’s bottom line. On an organization-
wide level, the company could hold a mental health awareness day.
12. Administrative responsibilities
The final function of HR is its administrative responsibility. These include personnel procedures
and Human Resource Information Systems (HRIS). Personnel procedures involve the handling of
promotions, relocations, discipline, performance improvement, illness, regulations, cultural and
racial diversity, harassment, bullying, and so on. For each of these situations, HR needs to develop
and follow policies and procedures to successfully handle employee requests, concerns, and
complaints or overcome these challenges.
LECTURE 3

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LECTURE 2

MANAGEMENT PRACTICES, DUTIES AND FUNCTIONS OF HUMAN RESOURCE

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