Ascertain the different types of functions in hrm

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Ascertain the different types of functions in HRM. Define and present detailed explanation on functions of HRM. 2.3 CONTENTS 2.3.1 Functions of Human Resource Management. 2.3.2 Managerial Functions of Human Resource Management. 2.3.3 Operative Functions of Human Resource Management. 2.3.1 Functions of Human Resource Management Human Resources management has an important role to play in equipping organizations to meet the challenges of an expanding and increasingly competitive sector. Increase in staff numbers, contractual diversification and changes in demographic profile which compel the HR managers to reconfigure the role and significance of human resources management. The functions are responsive to current staffing needs, but can be proactive in reshaping organizational objectives. All the functions of HRM are correlated with the core objectives of HRM. For example personal objectives is sought to be realized through functions like remuneration, assessment etc. HR management can be thought of as seven interlinked functions taking place within organizations. Additionally, external forces legal, economic, technological, global, environmental, cultural/geographic, political, and social significantly affect how HR functions are designed, managed, and changed. The functions can be grouped as follows: 1. Strategic HR Management As a part of maintaining organizational competitiveness, strategic planning for HR effectiveness can be increased through the use of HR metrics and HR technology. Human resource planning (HRP) function determine the number and
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12 type of employees needed to accomplish organizational goals. HRP includes creating venture teams with a balanced skill-mix, recruiting the right people, and voluntary team assignment. This function analyzes and determines personnel needs in order to create effective innovation teams. The basic HRP strategy is staffing and employee development. 2. Equal Employment Opportunity Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities. 3. Staffing The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs in an organization. Job analysis, recruitment and selection are the main functions under staffing. Workers job design and job analysis laid the foundation for staffing by identifying what diverse people do in their jobs and how they are affected by them. Job analysis is the process of describing the nature of a job and specifying the human requirements such as knowledge, skills, and experience needed to perform the job. The end result of job analysis is job description. Job description spells out work duties and activities of employees. Through HR planning, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. So HRP precedes the actual selection of people for organization. These factors are used when recruiting applicants for job openings.
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