HR Functions

DM 212 and ME 212
Pangasinan State University
Summer 2012

1. 1-1
Module 3: HUMAN RESOURCE
MANAGEMENT
Its Functions and their Interrelationships
MARJOHN P. SANTE
Discussant
PANGASINAN STATE UNIVERSITY –
GRADUATE SCHOOL
DM 212 Human Resource Management
and Development

2. 1-2
Human Resource Management
•Utilization of individuals to achieve
organizational objectives
•All managers at every level must
concern themselves with human
resource management
•Five functions
–Staffing
–HR Dev’t
–Motivation & Evaluation
–Employee Provisions
–Industrial Relations

3. 1-3
1
Human
Resource
Management
Human Resource
Development
Motivation & Evaluation
Staffing
Industrial Relations
Employee
Provisions
Human Resource Management Functions

4. 1-4
STAFFING
•Human Resource Planning
•Job Analysis
• Recruitment
•Selection
Source: flyhightechnologies.com

5. 1-5
Staffing - Process through which organization
ensures it always has proper number of
employees with appropriate skills in right jobs at
right time to achieve organizational objectives
- Penalties for not being correctly staffed are costly.
This is due to Understaffing or Overstaffing.
Source: rjstaffing.com

6. 1-6
Human resource planning - Systematic process of
matching the internal and external supply of people
with job openings anticipated in the organization over
a specified period of time.
Future staffing needs will derive from:
- sales and production forecasts
- technological change
- government policies
- change in employment practices and others.
Source: staffing.medicalsolutions.com

7. 1-7
•Job analysis - Systematic process of
determining skills, duties, and knowledge
required for performing jobs in organization
- job description is an output of this activity.
Recruitment - Process of attracting individuals on
a timely basis, in sufficient numbers, and with
appropriate qualifications, to apply for jobs with
an organization
- main sources of recruitment are: internal, career
officers, university appointment board, agencies and
advertising
source;:techguidesinc.com

8. 1-8
•Selection - Process of choosing from a group of
applicants the individual best suited for a
particular position and the organization
–This process involves testing the applicants’ aptitude,
general intelligence and attainments
–The activities involved in this process varies
depending on the post being filled.
Source: oasiscorporation.com

9. 1-9
HUMAN RESOURCE DEVELOPMENT
•Training
•Development
•Education (Career Planning & Development)
•Organizational Development
-within an organization these are necessary in
order to: develop workers to undertake higher-
grade tasks, provide conventional training to new
employees, raise efficiency, meet legislative
requirements and inform people

10. 1-10
•Training - Designed to provide learners with knowledge
and skills needed for their present jobs
•Development - Involves learning that goes beyond
today's job; it has more long-term focus
•Career planning - Ongoing process whereby individual
sets career goals and identifies means to achieve them
•Career development - Formal approach used by
organization to ensure that people with proper
qualifications and experiences are available when
needed
•Organization Development - Planned process of
improving organization by developing its structures,
systems, and processes to improve effectiveness and
achieving desired goals

11. 1-11
MOTIVATION & EVALUATION
Financial, Psychological and even
Physiological - All rewards that
individuals receive as a result of their
employment
Performance Management & Appraisal
-an organization needs constantly to
take stock of its workforce and to
assess its performance in existing
jobs

12. 1-12
Financial (Compensation)
•Direct Financial Compensation - Pay that person
receives in form of wages, salaries, bonuses, and
commissions.
•Indirect Financial Compensation (Benefits) - All financial
rewards not included in direct compensation such as
paid vacations, sick leave, holidays, and medical
insurance.

13. 1-13
Psychological and Physiological
•Non Financial Compensation - Satisfaction that
person receives from job itself or from psychological and/
or physical environment in which person works.
-The influence of behavioral science discoveries are
becoming important not merely because of the
widely- acknowledged limitations of money as a
motivator, but because of the changing mix and
nature of tasks

14. 1-14
•Performance management - Goal-oriented
process directed toward ensuring organizational
processes are in place to maximize productivity of
employees, teams, and ultimately, the
organization
•Performance appraisal - Formal system of review
and evaluation of individual or team task
performance
Performance Evaluation

15. 1-15
EMPLOYEE PROVISIONS
Employees who work
in safe environment,
enjoy good health and
welfare are more likely
to be productive and
yield long-term
benefits to
organization.
Source: fishingforedtech.com

16. 1-16
Safety and Health
•Safety - Involves protecting employees from injuries
caused by work-related accidents
•Health - Refers to employees' freedom from illness and
their general physical and mental well being
- the government prescribes strict implementation or
observation of the occupational health and safety
standards in the different workplaces.

17. 1-17
•Fringe Benefits or Perks - are
various non-wage compensations
provided to employees in addition to
their normal wages or salaries.
- Examples of these benefits include:
housing (employer-provided or
employer-paid), group insurance
(health, dental, life etc.), disability
income protection, retirement
benefits, loan benefits, recreational
benefits, daycare, tuition
reimbursement, sick leave, vacation
(paid and non-paid), social security,
profit sharing, funding of education,
and other specialized benefits.
Welfare Benefits

18. 1-18
INDUSTRIAL RELATIONS
•Business is required by law to recognize a union and
bargain with it in good faith if the firm’s employees want
the union to represent them
•Human resource activity is often referred to as industrial
relations
•Most firms today would rather have a union-free
environment

19. 1-19
INTERRELATIONSHIPS OF HRM FUNCTIONS
•All HRM functions are
interrelated
•Each function affects other
areas