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Hiring the process of appointing the persons selected

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Hiring (The process of appointing the persons selected to the posts/ jobs whichare vacant.)7.Induction (The function that systematically and formerly introduces the newemployees to the organization.)8.Performance Evaluation (The function that measures degree of effectiveness andefficiency of employees in performing their jobs.)9.Training and Development (The process of improving current and futureemployeeperformancebyincreasingemployees‟competenciesthroughacquisition of knowledge, skills and attitudes.)10.Career Management (The function of planning and developing careers ofemployees for the benefits of employees and the organization.)11.Pay Management (The process of development, implementation and maintenanceof a base pay system which adheres to external equity, internal equity, inputsequity and absolute equity.)12.Welfare Management (The group of activities involved in the development,implementation and on-going maintenance of a fair and effective system offacilities and comforts to enhance standard of living of employees.)13.Management of Incentives (the process of development, implementation andmaintenance of a fair and adequate system of incentives.)14.Employee Movements (The function that deals with promotions, transfers, lay-offs etc in the right ways at the right times.)15.Health and Safety Management (The group of activities involved in creating,improving and maintaining total health and safety of employees.)16.Discipline Management (The group of activities involved in planning andcontrolling behaviour of employees in compliance with established rules andregulations.)17.Grievance Handling (The function that identifies and solves discontents arisingfrom feelings of injustice felt by employees in connection with workenvironments.)
13Part I|Introduction to HRM1Part I Introduction to HRMHuman Resource Management18.Labour Relations or Labour-Management Relations (Management of allinteractions which occur between management and trade unions.)The above functions refer to as HRM functions. These functions areinterrelated.For instance, pay management can be performed successfully by doing job analysissuccessfully. That, performance evaluation gives inputs to perform the function oftraining and development, is another example showing the interrelated nature. Alsosome functions areinterdependent. Success of one function has a direct impact ondetermining the success of another function. For instance, success of selectionfunction depends on successful performance of recruitment function. A decisiontaken in performing one function may affect performance of another function. Forinstance, salary determined for a job according to job evaluation affects recruitmentin respect of that job. It is very imperative to ascertain that there are interrelationshipand interdependency among HRM functions. One function cannot operate inisolation. A function needs some functions as inputs and it becomes an input forother functions. For instance, selection function needs functions such as job analysis,human resource planning, and recruitment as inputs and it becomes an input tofunctions such as hiring and induction.

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