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Roles of HRM:

There are three roles of HRM which are as following:

 Attraction
 Hiring
 Retention

1. Attraction:
How we attract the individual thorough comparing the competitors.
The role of HRM is to attract the individuals. If turnover rate is
less than 4% it is attraction.
Basic elements in attracting qualified candidates

 Pay
 Benefits
 The job

2. Hiring:
When an applicant becomes the employee of the organization it is
called hiring. After hiring it becomes the part of organization.
Human resource selection is the process of choosing qualified
individuals who are available to fill positions in an organization. It
involves choosing the best applicant to fill a position. When there
are more qualified and available job applicants than there are
positions open, the selection process starts. Basically, there are 5
elements in the selection process.

 Organizational goals
 Job design
 Job success criterion
 Job specification
 Selection instruments
3. Retention:
When you bound your employee for a long period of time it is
retention. Employee retention means organizations take action to
retain good employees using strategies and approaches. These
strategies and approaches work together to compile The Retention
Plan. The following are a list of actions needed to be outlined by
managers in The Retention Plan:
 Innovative compensation and benefits package
 Effective rewards and recognition
 Career development and opportunities
 Employees needs
 Flexible but strict requirements
 Defined role of corporate culture

Centralized Management:
Centralization is a situation in which top management retains most of the
decision making authority.
Decentralized Management:
Transfer of decision making authority from top level of management to
lower level of management is called Decentralized management.
Workforce diversity:
The different personal management characteristics that makes the
workforce different from each other.
If diversification is high it will make challenges for organization. If
diversification is low it makes fewer challenges for organization.
Baby Boomers:
Individuals who born between 1946 to 1965 are called baby boomers.
Their grooming is planned.
Downsizing:
An activity in an organization to generate the greater efficiency by
eliminating the inefficient workers.
Rightsizing:
Linking the employee’s needs to the organizational strategies is called
rightsizing. Hiring the right person for the right job.
Contingent workforce:
It includes 3 types of employees:

 Part time Employees:


The employee who spends less than 40 hours in a weak in an
organization is called part time employee.
 Temporary Employees:
Hiring the person for a specific purpose/ projects/ needs is called
temporary employees.
 Contract Workers:
That worker who is hired for specific time period is called contract
workers. This is for long term. Time period is mentioned in
contract
Core Employees:
Permanent employees are called core employees. All the employees who
actively participate in the organization for doing task.
Offshoring:
When you move your job from one country to another country it is
called Offshoring.
Merger/Joint venture:
When two organizations share their resources/information with each
other it is called merger.
Acquisition:
When large organization acquires small organization it is called
acquisition.
Structure of HR development:
Employment:
The main thrust of the employment function is to promote staffing
activities. Working in conjunction with position control specialists (in
compensation, in benefits, or in a comptroller’s office), the employment
department embarks on the process of recruiting new employees. This
means correctly advertising the job to attract those with appropriate
knowledge and abilities.

Training and Development:

The training and development section of an organization is often


responsible for helping employees maximize their potential. Their focus
is to enhance employees’ personal qualities that lead to greater
organizational productivity. More important, training and development
members are often better known as the organization’s internal change
agents.
Compensation and benefits:
HRM function concerned with paying employees and administering the
benefits package. How we facilitate our employees we you have to hire
competent work force. We have to give good compensation package.
We have to gain attraction.

Employee relations function:


Activities in HRM concerned with effective communications among
organizational members. HRM communications programs are designed
to keep employees informed of what is happening in the organization
and knowledgeable of the policies and procedures affecting them.
HR Trends and Opportunities:

Outsourcing:
Contracting with a company to handle one or more HR functions. These
are the activities that an organization performs on our behalf and we pay
for it.

Professional employer organization:


Hiring employee for providing the services in different organization is
called Professional employer organization. Assumes all HR functions of
a client company by hiring all of its employees and leasing them back to
the company.

Shared Services:
To share your own services. The organization in which
departments/divisions are spread. Another way to make HR functions
more cost-efficient and responsive to the organizational strategy is to
create shared services centers. The shared services centers are useful to
organizations that may have several divisions or locations that could
consolidate some HR functions such as payroll into one central location
while retaining other functions such as training in the divisional business
unit.
HR generalist:
Position responsible for all or a large number of HR functions in an
organization. A specific person which looks after all the activities related
with HR.

Equal Employment Opportunities:


Equal Employment Opportunity is to eliminate discrimination
in employment based on race, color, age, sex, national origin, religion,
or mental or physical disability. When we hired person for organization
and we select the right person for the job it is equal employment
opportunities.
We use equal employment opportunity concept when we take any
decision in the organization.
Employer Rights:

 Benefits
 Safe working environment
 Transparency
 Decentralization
Employee Rights:

 Punctuality
 Absenteeism
 Loyalty
Current issue regarding the employees rights:
1. Drug testing:
The process of testing applicants/ employees to determine if they
are using illicit substances. The purpose of drug testing is to check
the effect of drug on physical and mental condition of employee.
When you provide any services you do not have right to use any
drug. By using drugs error and mistake rate exists. You are less
productive when you use drug during your job.
2. Honesty Testing:
A specialized question-and-answer test designed to assess one’s
honesty is called honesty testing.

3. Whistle Blowing:
To gain the attention. A situation in which an employee notifies
authorities of wrongdoing in an organization. Whistle-blowing
occurs when an employee reports the organization to an outside
agency for what the employee believes is an illegal or unethical
practice.

4. Employee Monitoring:
An activity whereby the company keeps informed of its
employee’s activities is called employee monitoring. The purpose
of this activity is to observe the employee. It affects the
employee’s personal privacy. But management force to implement
the certain conditions.

5. Workplace Relationship:
Workplace relationship exists when two members of the same
organization develop a relationship with mutual attraction.
Organization doesn’t want such type of relationships. They want to
build a work relationship between the employees.

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