Four Primary HRM Functions

Question: Describe about four primary HRM functions and Influencing people management activities in organization by the organizational structure and management style of managers. answer: Introduction: Human beings are the greatest asset of an organization; without them the organizational activities could not be completed. In order to achieve the high level of success, the organizations should manage the human resources of the organization in an effective way (Buller and McEvoy 2012). The primary functions of the human resource management (HRM) are recruitment, development, performance management, reward management, discipline management, administrative function management, employee wellbeing management etc. In this report, four primary functions of the HRM will be discussed and then the role of organizational structure and management style in the area of employee management will be discussed. Four primary HRM functions 1) Recruitment and selection: Recruiting people in an organization is a vital task of HRM. Both of the job specification and job description are important tools of this process. Job title, department and the date on which the employee is needed are the preliminary information required for the recruitment process. The recruitment can be done by selecting candidates either internally or externally (Renwick et al. 2013). Therefore, the process of selection should also be clear at the initial stage. The recruitment and selection procedure should be done in a structured way which can ensure the qualification and efficiency of the selected people for the desired job position (Alfes et al. 2013). 2) Training and development: After recruiting new employees, the HR department of an organization has the responsibility of developing them for the specific job positions. In order to do that both of the theoretical and practical training is required (Kehoe and Wright 2013). Some of the effective training methods are positioning and a) informing the employees about the responsibilities, b) developing required skills, c) resisting accidents by providing safety training, d) professional and technical education, e) supervisory training and executive education etc. Training has the focus on activities required for the current job positions and development deals with the supporting activities for enhancing the knowledge bases of the employees for performing better in the workplaces (Campbell et al. 2012). 3) Performance management: Performance management is a complicated function of the HRM of an organization. Performance management can be treated as a systematic approach through which the overall performance of an organization can be improvised by improving the performance of tee individual employees or working framework. It encompasses various activities like goal setting, progress review, collecting feed backs, providing coaching for improving performance, developing and maintaining reward programs etc. (Dries 2013). 4) Reward management: Motivating the employees is one of the most important tasks of the HRM activities. After providing the effective level of training and development process, the HR managers should stimulate them for better performance. In order to motivate the employees, the HR managers have to give them some rewards. Pay is the key of managing the human resources of an organization as people works for getting paid by the employers. Some extra payments or some kinds of other facilities as the term of rewards encourage the employees for performing better in their workplaces (Banfield and Kay 2012). HR managers should maintain equality and a justified approach for providing the rewards to the employees. Organizational structure and management style of the managers for managing the employees Only the management skills are not enough to manage the employees of an organization in an open way. Organizational structure has a major influence on the style of management and the working strategy of the employees of an organization. The managers can choose one of the two basic management style; centralized management and decentralized management (Park and Shaw 2013). Selection of the management style depends on the organization structure of the organization. If the managers follow the centralized approach for managing the people of the organization then the employees follow the decisions taken by the central managers. It is best with the simple organizational structures in some small business organizations or product companies. In the decentralized management style, the managers coordinate with the output of the activities with the experts without interfacing with the contents of the works. In this case, the managers are extremely analytical and have the focus on the area of impr ovement of the process by discussing with the experts about the logistic and other working conditions. This management style is the best in the corporate sector with a high level of professional accuracy (Nyberg et al. 2014). It is important to consider the condition of the market and the whole industry while selecting a management style for an organization. Sometimes conflicts occur between the overall management style of the organization and the individual management skills of the managers. The managers should apply their skills which fit to the management style following by the organization (Neubert et al. 2014). Failure of the people management can occur in any circumstances if the management skill of the managers does not fit with the organizational structure. They have to identify their different management skills for taking right decision depending on the management style of the organization (Csaszar 2012). This will ensure the most effective way for managing the employees. In order to achieve a high level of success, an organization should have a good fit between the organizational structure and the management style. The organizations having the highest fit between these two factors have the quality of achieving maximum productivity through synchronized quality effort of their employees. This right fit gives the ability of developing a happy workforce. The employees respect the managers with good management skills. This refers to the style of the management, reward management etc. Conclusion and Recommendations: HRM is the systemic approach for controlling the network of all fundamental activities and members of an organization. The basic functions of the HRM should be performed with the high level of care by the HR department of an organization. These activities should ensure the choice of appropriate people for a job position, proper development of the people, effective performance management and motivating the people for better performances. The management style of the managers have to be properly fit with the organizational structure and management style for the effective management of the people who are working in the organization. Bibliography: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351. Banfield, P. and Kay, R., 2012. Introduction to human resource management. Oxford University Press. Buller, P.F. and McEvoy, G.M., 2012. 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