What management function involves selecting candidates and training personnel?

Career development or career growth is one of the top 10 motivating factors for employees. No employee wants to retain in same position in a job for a long time, he or she wants to move forward or higher-level in their career by taking promotions in-time, which makes any employee feel happy and motivated as taking promotion in a job is most happiest and memorable moment for any employee. Besides HR managers should give opportunity to their employees to develop their skill set and knowledge for career development.

Job security

Job security standards in the top list of preference of employees. For any employee job security is the first and foremost important factor before taking up any job. Having job security in a job will make an employee to overlook all other benefits. The sense of security in job will develop confidence in employees which will make themselves to push forward while handling critical in tough situations in the job, in other words job security acts as a motivating factor.

Recognition

Providing employee benefits to their employees is not just enough to keep them motivated, staying unrecognized make employees feel themselves no value to organization and makes them demotivated.

Giving recognition and appreciating employees in the job will make them feel their importance and value to the organization and make employees stay motivated.

Healthy relationships

Consisting of good relationships with superiors and colleagues in organization 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. 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, organization shall be liable for penal action by the law.

Employee welfare: includes providing good canteen facilities, first aid or medical facilities, restrooms, lunchrooms and childcare facilities.

Employee healthy measures: maintaining cleanliness at workplace, disposal of waste and its management, providing healthy working environment, washing and cleaning facilities with freshwater etc.

Employee safety: looking after safety of employees so as to avoid workplace injuries accidents to employees , since employer shall be made liable for such incidents at workplace or during the course of employment.

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 organization. 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. Without maintaining proper labour relationships there was no organization that did its business smoothly. The term “labour relations” refers to interaction with employees who are represented by a trade union. Unions are organization 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, promotions, transfers, lay-offs), seniority 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:

1. A store of up-to-date and accurate information about the company’s employees.

2. A guide to the action to be taken regarding an employee, particularly by comparing him with other employees.

3. A guide when recruiting a new employee, e.g. by showing the rates of pay received by comparable employees.

4. A historical record of previous action taken regarding employees.

5. The raw material for statistics which check and guide personnel policies.

6. The means to comply with certain statutory requirements.

Personnel Research

All personnel people engage in some form of research activities. In a good research approach, the object is to get facts and information about personnel specifics in order to develop and maintain a program that works. It is impossible to run a personnel program without some pre-planning and post-reviewing. For that matter, any survey is, in a sense, research. There is a wide scope for research in the areas of recruitment, employee turnover, terminations, training, and so on. Through a well-designed attitude survey, employee opinions can be gathered on wages, promotions, welfare services, working conditions, job security, leadership, industrial relations, and the like. Despite its importance, however, in most companies, research is the most neglected area because personnel people are too busy putting out fires. Research is not done to put out fires but to prevent them.

Research is not the sole responsibility of any one particular group or department in an organization. The initial responsibility is that of the human resource department, which however should be assisted by line supervisors and executives at all levels of management. The assistance that can be rendered by trade unions and other organizations should not be ignored, but should be properly made use of.

Is the grouping of related jobs activities or process into major organizational subunits?

What refers to a process of influencing and supporting others to work?

What refers to the learning that is provided in order to improve performance on the present job?

What refers to a principal function of lower management which?