The Major Human Resource Management Functions

Private and public sector are vitally concerned with productivity and cost-effectiveness in managing resources. Human resource department in most organizations act in a staff capacity by giving advice and performing services for supervisors and employee. In most organizations, human resources department establishes policies and coordinates functions that are as follow

1. Job Analysis and Design

Job analysis deals with the determination of specific tasks and responsibilities common to a job or class of jobs as well as identifying the skills, knowledge and abilities that a person holding the job should possess. This information is vital in the development and validation of the selection devices such as application blanks, structured interviews and tests designed to measure an applicant’s ability to perform a job. Properly designed performance appraisal also depends on thorough job analysis. Job analysis information is also important in the design of equitable pay structures, training programs and health and safety programs.

Job designing involves structuring the work so that it can be performed efficiently while providing the employee with a feeling of satisfaction or reward.

2. Personnel/ Human Resource Planning

Personnel job planning involves placing the right person in the right job at the right time. Organizations often have fluctuating needs for employees. Nearly all organizations experience employee turnover due to resignations, retirements and discharges. Most organizations have annual turnover rate of less than 5 percent, but occasionally turnover is much higher.

Employees also move from one department or job to another by way of promotions and transfer. Firms add and delete product lines, expand some business units...

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... in good faith with the bargaining representative chosen by employees. The product of union-management negotiations, the collective bargaining agreement, establishes pay scales, hours, seniority provisions, and other working conditions of employees. Once the collective bargaining agreement has been negotiated with the union, personnel managers, and supervisors must deal with union representatives on an almost daily basis in administering the agreement. Finally, personnel managers in nonunionized firms are usually alerts to threads posed by union organizers; they must understand how organizers attempt to unionize a workforce and be cognizant of the legal issues associated with union organizing campaign. Knowledge of labor relations law is necessary in order to better deal with union organizing campaigns, contract negotiations and administration, and work stoppages.