HRM Functions, Human Resource Functions, HRM Functions And Objectives
Job analysis is an important function of human resource Job analysis by clarifying job requirements and the inter relationships among jobs. The major functional areas in human resource management are recruitment and healthy and safety measures of employees and maintaining labour relations. of a job and specifying the human requirements, such as skills, and experience. Discuss the relationship between job requirements and the performance of HRM functions. Indicate the methods by which job analysis typically is completed.
Almost all the human resources plans or programs need to get certain types of information through the work analysis; it affects management of human resources in the following areas: Job Descriptions — Job descriptions define what a job is by identifying its content, requirements and context.
Because job descriptions provide a written summary of the duties and responsibilities of the job, they help managers and current and prospective employees understand what the job is and how it is to be performed.
Job Specification — Job specifications focus on the personal characteristics and qualifications that an employee must possess to perform the job successfully.
Job Design — Job design identifies what work must be performed, how it will be performed, where it is to be performed and who will perform it. Job analysis information is invaluable in determining which tasks should be grouped together to form a job and structuring jobs so that employee satisfaction and performance can be enhanced.
Organisational Structure and Design — Job analysis by clarifying job requirements and the inter relationships among jobs means content and tasks duties and responsibilities at all levels can be specified, thus promoting efficiency by minimizing overlap or duplication.
Job analysis information is essential for this if the number and types of employees to be recruited or exited from the organisation are to be accurately determined.
Recruitment — Job analysis information helps the HR Manager attract better qualified candidates by identifying who to recruit and how and where to recruit them by establishing the job requirements that must meet. In addition, job analysis permits the HR Manager to provide realistic job previews by highlighting irrelevant and or distorted job information.
- Uses of Job Analysis in Human Resource Management (HRM)
Selection — Job analysis information identifies what the job is by defining what duties and responsibilities must be performed.
This facilitates the development of job related selection techniqueshelps ensure that EEO requirements are met, and increases the likelihood of a proper matching of an applicant with a job. Finally, job analysis information can be used to validate the selection techniques. Orientation — Effective job orientation requires a clear understanding of the work to be performed. A new employee cannot be properly taught how to do a job if job duties and responsibilities are not clearly defined.
Performance Appraisal — Job analysis information is essential to the establishment of performance standards. Through job analysis a thorough understanding of what the employee is supposed to do is obtained. Without this, acceptable levels of performance cannot be determined or an accurate measure of actual performance obtained. Healthy relationships Consisting of good relationships with superiors and colleagues in organisation is a priority for any employee since improper communication and misunderstandings with superiors and colleagues lead to psychological stress which makes employees demotivated and shows effect on work life.
Uses of Job Analysis in Human Resource Management (HRM)
Having healthy relationships with superiors and colleagues will help and have support in getting things done easily and also keep employees happy at work that boosts their energy levels and make them to stay motivated.
Welfare, healthy and safety measures Maintaining welfare, healthy and safety measures of employees is not just function but they are mandatory to maintain by the human resource management department. Failure of performing said functions or failure of maintaining said measures, organisation shall be liable for penal action by the law.
Labour Relations Maintaining labour relation is an art and one of the most important functions of human resource management in order to maintain peace and harmony in an organization for avoiding conflicts and smooth running of an organisation. There are no hard and fast rules for maintaining labour relations since it is an art and should be managed according to the situations and circumstances.
How to Become a Human Resources Specialist
Without maintaining proper labour relationships there was no organization that did its business smoothly. Unions are organisation of employees who join together to obtain more voice in decisions affecting wages, benefits, working conditions, and other aspects of employment.
With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances. Record-keeping The oldest and most basic human resource management function is employee record-keeping.
This function involves recording, maintaining, and retrieving employee related information for a variety of purposes. Records which must be maintained include application forms, health and medical records, employment history jobs held, promotionstransferslay-offsseniority lists, earnings and hours of work, absences, turnover, tardiness, and other employee data. Complete and up-to-date employee records are essential for most personnel functions.
More than ever employees today have a great interest in their personnel records. They want to know what is in them, why certain statements have been made, and why records may or may not have been updated.
Personnel records provide the following: A guide to the action to be taken regarding an employee, particularly by comparing him with other employees.
A guide when recruiting a new employee, e. A historical record of previous action taken regarding employees. The raw material for statistics which check and guide personnel policies. The means to comply with certain statutory requirements.