Directorate of distance education master of business administration

                                          HRM Functions
Staffing
This is a process by which managers select, train, promote and 
retire the subordinates.  This involves  deciding the type of people 
to be hired, recruiting prospective employees, selecting employees, 
setting performance standard, compensating employees, evaluating 
performance, counseling employees, training and developing employees.
Directing 
Directing is the process of activating group efforts to achieve the 
desired goals.
Controlling
This is the process of setting standards for performance, checking 
to see how the actual performance compares with these set standards 
and taking the needed corrective action.
Managerial
Function
Planning
Organizing
Directing
Controlling
Procurement
a) Job analysis
b) Human    
Resource
c) Planning
d) Recruitment
e) Selection
f) Placement
g) Induction
h) Transfer
i) Promotion
j) Separation
Development
a) Performance
b) Training
c)Executive 
Development
d)Career Planning 
& development
Compensation
a) Job Evaluation
b) Wages Salary 
Administration
c) Bonus & 
Incentives 
d) Pay Roll
Integration
a) Motivation
b) Job-Satisfaction
c) Grievance 
Redressal
d) Collective 
Bargaining
e) Conflict 
Management
f) Participation of 
Employees 
g) Discipline
Maintenance
a) Health
b) Safety
c) Social Security
d) Welfare Scheme
e) Personnel Records
f) Personnel Research
g) Personnel Audit.
Operative
Function

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The operating functions already outlined forms the entire gamut 
of day to day functions of HRM.  These functions are explained through 
out the lesson material forming the syllabus of the year.  As a result at 
this stage the elaboration of operational functions may be redundant.
Human Resource functions are concerned with a variety of 
activities that significantly influence almost all areas of an organization 
and aim at
 
ӹ Ensuring that the organization fulfils all of its equal employment 
opportunities and other government obligations.
 
ӹ Carrying out a job analysis to establish the specific requirements 
for individual jobs within an organization.
 
ӹ Forecasting the human resource requirements necessary for the 
organization to achieve its objectives – both in terms of number 
of employees and skills.
 
ӹ Developing and implementing a plan to meet these requirements.
 
ӹ Recruiting and selecting personnel to fill specific jobs within an 
organization.
 
ӹ Orienting and training employees.
 
ӹ Designing and implementing management and organizational 
development programmes.
 
ӹ Designing systems for appraising the performance of individuals.
 
ӹ Assisting employees in developing career plans.
 
ӹ Designing and implementing compensation system for all 
employees.
     At present HRM functions can be seen as the amalgam                of 
organizational behaviour, personnel management, industrial relations 
and labour legislation.  This is mapped in the following diagram.

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