HRM ACTIVITIES

The following are the key activities of HRM.

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.