Introduction To HRM: STUDENT NAME: - DATE [PDF]

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INTRODUCTION TO HRM



STUDENT NAME: ____________________________ DATE: ____________________________________



Question No: 2. what are the main functions of HRM?



Staffing



INTRODUCTION TO HRM



HRM Functions



Planning



Employee development



Employee maintenance



Answer: Human resource management (HRM) have to prepare, build up, and execute strategies and programmes that can help the company succeed. The accompanying diagram depicts the core functions of human resource management. The above-mentioned four functions, as well as all related tasks, all have a similar goal: to provide enough qualified workers with the talents, capacities, expertise, and experience required to meet future organisational goals(Ahammad, 2017).Any of the four areas of staff responsibility may be delegated to each of the human resources positions (described above), Figure 1: Main HRM Functions but there are other roles that serve different functions.Performance appraisal methods, for example, serve as a motivator and a roadmap for employee growth.They're also useful for keeping track of salaries. The pay function's goal is to serve as a motivator to retain valued workers and recruit new ones.The main human resources functions are listed below.



Planning



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Basic Functions of HRM The role of human resources planning is to decide the amount and type of personnel required to meet the company's objectives.



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This feature conducts research because preparing for HR supplies and requirements necessitates the collection and analysis of data.



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Employment design as well as analysis: these are most critical aspects of human resource management. Employment design refers to the process of identifying the duties, responsibilities, and operations of a job.



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Identifying employment attributes such as skills, credentials, and



INTRODUCTION TO HRM career experience is part of the job analysis process. A role description outlines the task and responsibilities that workers will Staffing



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be responsible for. Human resource recruiting and selection are the most important aspects of staffing (people) (Lievens and Chapman, 2010). Until candidates are chosen for jobs, human resources training and hiring takes place.



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Recruiting is the personnel function of locating and selecting the most eligible candidates for open positions.



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The selection function is used to choose the best candidates from among those that have been drawn to the organisation by the recruitment function.



Employee







Orientation is used to welcome a prospective hire to their new



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work and their new boss. Employees are given the expertise and experience they need to



development



do their work well by training and learning. 



Employees may also participate in development programmes that prepare them for higher-level roles. Employee training and improvement programmes ensure that workers can handle the



Employee







maintenance



demands of their employment while still performing well. A performance review is an assessment of an individual's role and performance to ensure that the employee is performing satisfactorily.







A mechanism in which a person considers his or her desires and skills when working creatively against job goals is known as career preparation.



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The bulk of an organization's gross budget is accounted for by remuneration and wages (Martocchio, 2004). It is essential to close spending gaps while also properly paying employees. As a result, it is the responsibility of HR managers to offer attractive benefits as well as compensation programmes for the sake of attracting new employees for the place of work without endangering the business's finances.



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INTRODUCTION TO HRM 



The fundamental objective is to guarantee that bonuses as well as compensation are provided evenly and equitably to all.



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The method of handling workers who are part of a union is referred to as labour relations. Employees profit from the collective bargaining power of unions, as they have members that will lobby on their behalf if required to address disparities in wages, pensions, workplace practises, and other facets of the job.



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The most important feature of human resources is recordkeeping. HR employees are in charge of recording, storing, and recalling employee information as appropriate. Job history, CVs, medical reports, promotions, hires, operating hours and lateness, and other records pertaining to employees are stored. Maintaining accurate records is an important HR feature.



Question No 3: How many opportunities of staff development can you think of? Here are some ideas. 



Refresher training







providing materials for self-study



Answer: Employers and administrators should think about employee growth on a regular basis. It encompasses all strategies, processes, and procedures aimed at improving personnel expertise, capabilities, and competencies in order to increase individual and organizational productivity and performance. There are also other opportunities for staff growth.



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INTRODUCTION TO HRM



1. Webinars and online training workshops. 2. Mentorship and counselling for managers. 3. Classroom-style learning. 4. Peer mentoring. 5. Do some cross-training. 6. Stretch assignments. 7. Propose one-to-one meetings on a regular basis. 8. Include employees in goal-setting  9. Make skill development a priority 10.Encourage upward mobility 11. Leadership Development in a Hurry 12. Create a Training Schedule that is Consistent 13. Encourage knowledge sharing. 14. Create sessions for train-the-trainer 15. Think about joining a peer mentoring programme. 16. Incorporate cross-departmental training 17. Include employee development resources; 18. Advocate for external training 19. Recognize training accomplishments.



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INTRODUCTION TO HRM



 Case Study “Tony works in Big Star, a city hotel. He is a full- time employee and has been working there for the last three years. But he is not happy with his job. He says that his pay is poor and he has to work on the weekends.” 1. Statement suggestion regarding hotel worker's motivation. The statement here indicates that the Tony organisation has no motivation to work in. The statement that he said that his salary is low imply that he feels underpaid, or feels that his workload is not worthwhile, relative to those in similar jobs with similar tasks.Tony further notes that he is required to work weekends, implying that he either did not realise this was a requirement of the job when he was hired or that it was instituted without his consent shortly after he was originally selected. Tony is de motivated because he feels overlooked in the company, which is mirrored in his salary for the job he does, by having to work every weekend and getting poor pay for his contributions inside the company. Tony remains unmotivated and he does not want to work weekends, which would affect his efficiency on the weekends when he does work. 2. Ways to enhance Tony's motivation According to Tony's statement, he might be inspired by a higher salary. To encourage Tony’s motivation i.



The company might incorporate recruitment, advancement, promotions, and bonus programmes.



ii.



By offering training, Tony will have chances to advance in the organisation and gain the funds he desires as he advances; he would also receive financial incentives for demonstrating high success in his current job.



iii.



Tony will rely on the financial reward of these bonuses as a motivator to work at his best.



iv.



Since Tony dislikes working weekends, the business should provide more versatility and be more welcoming to his wishes.



v.



By becoming more versatile, they will be able to provide weekend jobs to those who may not otherwise have the opportunity and who would find it beneficial to their personal lives, while still giving Tony the weekends he requires.



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INTRODUCTION TO HRM vi.



This will convey the message to him that weekend jobs do matter, and he will feel valued. Tony would have a greater degree of job satisfaction and, as a result, would do well on weekends while he works.



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INTRODUCTION TO HRM



 References 



AHAMMAD, T. 2017. Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13, 412-420.



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LIEVENS, F. & CHAPMAN, D. 2010. Recruitment and selection. The SAGE handbook of human resource management, 135-154.



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MARTOCCHIO, J. J. 2004. Strategic compensation: A human resource management approach, Pearson Education India.



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