Originally, he had proposed five management functions; namely, planning, organizing, commanding, coordinating and controlling. Modern texts have reduced the functions from five to four. They include planning, organizing, leading, and controlling.
It is that part of management which is concerned with the people at work and with their relationship within an enterprise. Effective utilisation of human resources; Desirable working relationships among all members of the organisation; and Maximum individual development.
Major functions of human resource management are: These four areas and their related functions share the common objective of an adequate number of competent employees with the skills, abilities, knowledge, and experience needed for further organisational goals.
Although each human resource function can be assigned to one of the four areas of personnel responsibility, some functions serve a variety of purposes. For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes.
The compensation function facilitates retention of employees and also serves to attract potential employees to the organisation. A brief description of usual human resource functions indetailed are given below: Research is an important part of this function because planning requires the collection and analysis of information in order to forecast human resources supplies and to predict future human resources needs.
The basic human resource planning strategy is staffing and employee development. Human Resource Auditing is a process of systematic verification of job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and social security, safety and health, industrial relations, trade unionism, and disputes and their resolution.
HR audit is very much useful to achieve the organizational goal and also is a vital tool which helps to assess the effectiveness of HR functions of an organization. Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it.
The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices.
Staffing emphasises the recruitment and selection of the human resources for an organisation.
In short, those four functions are to plan and implement plans to achieve the organization’s goals, to organize those plans while directing employees in their own roles and ultimately controlling the plan to function as an effective manager. Exercise #1: Outline and discuss the four functions that a manager performs. Give examples of each of these functions in operation: Planning Planning is the point where the manager is defining goals, and then they have to establish ways of . Jun 30, · Five key functions are regarded as the ways that management should lead and interact with team members. From planning to review, the more .
Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Recruiting is the personnel function that attracts qualified applicants to fill job vacancies.
In the selection function, the most qualified applicants are selected for hiring from among those attracted to the organisation by the recruiting function. On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs.
Orientation is the first step toward helping a new employee adjust himself to the new job and the employer. It is a method to acquaint new employees with particular aspects of their new job, including pay and benefit programmes, working hours, and company rules and expectations.
The training and development function gives employees the skills and knowledge to perform their jobs effectively.
In addition to providing training for new or inexperienced employees, organisations often provide training programmes for experienced employees whose jobs are undergoing change. Large organisations often have development programmes which prepare employees for higher level responsibilities within the organisation.
Training and development programmes provide useful means of assuring that employees are capable of performing their jobs at acceptable levels. Performance appraisal function monitors employee performance to ensure that it is at acceptable levels. Human resource professionals are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers.
Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results feedback is necessary to motivate and guide performance improvements.
Career planning has developed partly as a result of the desire of many employees to grow in their jobs and to advance in their career. Human resource personnel provide a rational method for determining how much employees should be paid for performing certain jobs.
Pay is obviously related to the maintenance of human resources. Since compensation is a major cost to many organisations, it is a major consideration in human resource planning. Compensation affects staffing in that people are generally attracted to organisations offering a higher level of pay in exchange for the work performed.
It is related to employee development in that it provides an important incentive in motivating employees to higher levels of job performance and to higher paying jobs in the organisation. Benefits are another form of compensation to employees other than direct pay for work performed.
As such, the human resource function of administering employee benefits shares many characteristics of the compensation function.Transferring of information into the system. This may be through a user input device - i.e. keyboard, mouse, scanner etc.. Or though previously loaded software/program, cd .
Jun 30, · Five key functions are regarded as the ways that management should lead and interact with team members. From planning to review, the more .
Input and Output Functions of a Computer. The input computer function accepts data from input devices and sends it to the computer processor, while the output function communicates the results of processing.
The aim of this paper is to discuss the four functions of management namely: Planning, Organizing, Directing and controlling. Planning This is the first management function and it is a very important area of all the four functions of management.
The aim of the paper is to discuss the four functions of management namely; PLANNING, ORGANIZING, DIRECTING or LEADING and CONTROLLING. A. PLANNING This is the first management function and it is a very important area of all the four functions of management. Formatting an essay outline; Four Functions of Management Introduction.
Every business entity or organization, whether big or small, needs to develop and implement the basic four management functions.
The success of any business organization depends on how the four functions of management are implemented.
The aim of this paper is to discuss.