 Welcome dear learners to the second part of the video on the topic human resource management. My name is Chainika Senapati and I am from the discipline of Maniram Devan School of Management, Krishnakanta Hondikoi State of University. In this part of the video session, we will discuss about the functions of human resource management. We will also discuss about the role of HR executives and lastly we will discuss about the challenges of human resource management and also we will discuss about human resource development. So dear learners, let us now discuss about the various functions of human resource management. So on the basis of various functions which the human resource management generally undertakes, there are many functional areas that we can discuss here in this video. First is the organizational planning, development and task specialization. Which is a very vital point for the achievement of predetermined goals in an organization is concerned with the division of all the tasks to be performed into you know manageable and efficient units and the human resource manager should perform the planning you know development and designing of an organizational structure through the fixing of the responsibility and authority of the employees for achieving the organizational objectives. Then comes the staffing and employment. The staffing process we all know is a flow of events which results in a continuous manning of organizational positions at all the levels from the top management to the operative level that is the bottom level management. This process includes you know manpower planning, authorization of planning, developing sources of applicants, then evaluation of the applicants, employment decisions like selection you know then offering like placement, induction, then orientation, training, transfer, maybe promotion, demotion, so all these things comes under staffing and employment. Now training and development is also very important for the employees in an organization. However it is a complex process and concerned with increasing the capabilities of the individual and groups so that they may contribute effectively to the attainment of organizational goals. So under this area the training needs of the company are identified, suitable training programs are developed then operative and executives, the employees are identified for the training and they are given with the training programs. Then let us discuss about the compensation wage and salary administration. It basically it is basically concerned with the process of compensation directed towards remuneration of the employees for services rendered by them and motivating them to attain the desired level of performance. The components of compensation wage and salary may be you know job evaluation through which the relative worth of the job is determined, you know developing and operating a suitable wage and salary program, then non-monetary incentive compensation plan have to be developed for encouraging the efficiency of the employees, then evaluating employees performance at work through a system of performance appraisal and motivating employees by creating you know condition, good working condition. Then comes the employee service and benefits. So these are mainly concerned with the process of sustaining and maintaining the workers or the employees in the organization which includes the policies, the techniques and procedures for the safety and health of the employees, then employee counseling is also important, then medical services which includes the provision of curative and preventive medical and health improvement facilities, then suitable policies and programs are framed and efforts are made to administer the recreational and welfare facilities, then there should be fringe benefits and supplementary items should be made available to the employees. Then let us discuss about employee records. In employee records complete and up-to-date information is maintained about the employees so that these records may be utilized as and when required at the time of making the transfer or promotion or giving them merit pay or sanctioning leave etc. Then is the personal research and personal audit. This area of human resource management is mainly concerned with the systematic inquiry into any aspect of you know broad question of how to make a more effective and organization's personal program like recruitment, selection, development, then procedures and policies and findings submitted to the top executives, then data relating to you know quality, that are related to wages, productivity, if there is any grievance, then absenteeism if it's there, then labor turnover if there is strike or lockouts, again the personal research and in the personal audit comes the Moral and Attitude Survey also. Now dear learners let us discuss about the role of HR executives and HR executive perform all the basic functions relating to human resource starting from recruitment till the wages and salary administration. So HR executive is the key member in the HR department and plays a very vital role or very important role. So some of the major roles may be recruitment, then understanding the manpower you know requirement of each department, then understanding the requirement and then accordingly you know drafting a job description, then getting it approved from the concerned department, then securing candidates that you know match the desired skills, then communicating the employees, employment status to the you know applied candidates, maintaining records, updating the database of the candidates, then doing a background verification of the shortlisted candidates. Again they are concerned with induction and onboarding you know like for example giving offer letter and issuing appointment letter to the selected candidates, then communicating the policies, procedures and culture followed by the company to the employees, newly recruited employees, then introducing the new journey to the team and the supervisor or the manager, then introducing them with the HR policies and HR manuals and so on so forth. They also keep records of leave and attendance, you know keeping a track of the attendance of the employees, feeling the leave forms or keeping the track of the leaves taken, then they are also concerned with performance management, you know they helped the appropriate authorities in doing the performance appraisal of the employees, then you know they maintain a record and track on employees turnover and exit rate, they take necessary steps to engage and involve the staff of their work. Again they are also engaged with the workforce management, some of the major roles played by HR executive in HR work management would be you know handling the staff properly, handling cross-cultural things, then you know monitoring that there is no groupism in the organization due to which dissatisfaction arises. Also they are you know engaged with conducting exit formalities also, you know conducting exit interviews of the candidates, those who are resigning, trying to get proper feedback for the company and trying to you know take and implement corrective measures, helping the person to be released properly, then issuing releasing letter and letter of experience, so these are the things which comes under conducting exit formalities. Again they are also engaged with compensation and benefits, you know designing the salary structure or helping employees save tax by advising them on tax benefits, so these are the things that they are engaged and human resource executives plays a very vital role in an organization. Now let us discuss some of the challenges of human resource management. First here I would like to mention about integrating organizational planning with human resource requirement, so organization planning must be closely integrated with human resource requirement of the organization, you know attention to be given in human resource requirement and their development, then human resource planning which enables the management to make forecast the human resource and to design the policies for their procurement in the you know broader interest of the organization, then acquisition of human resource which includes recruitment, selection, then managing performance, yes organization has to make a clear way for you know career advancement for the talented employees as well as you know hard working people in the organization. Also the human resource should be you know treated with utmost care and they should be motivated you know motivation of the employees become essential for an organization so that the organizational objectives can be achieved. Then compensation and benefits which are that I have already discussed it is an activity that determines salary and wage structures and other rewards and benefits to be paid to the staff of an organization and there is also health and safety provisions plays a is very important and making adequate you know provisions for health and safety for the employees build a strong workforce. Again human resource development and organization development when we talk about human resource development it is regarded as a process of increasing knowledge, competence, capacities, intelligence you know talents of members of the organization or employees of the organization in a in particular and all the society in general. So moreover it builds the confidence among the members of the organization to face challenge of modernization of the technologies that are coming in nowadays and in overall human resource development you know it facilitates organization development. Now let us briefly discuss about human resource development. As I have already mentioned in my earlier slides human resource development is regard as the process of increasing knowledge, competence, capacities, intelligence and talents of the members or the employees of the organization and it builds the confidence among the members of the organization to face challenge and in overall human resource development facilitates leads the organizational development. In every organization maybe it being or small there is a you know human resource department headed by a manager and in when we talk about a large organization more specialists are employed and when we talk about small organization there may be one person has to perform many specialized jobs in human resource departments. So all these managers are delegated to perform the activities assigned to them by the human resource managers the human resource department has to be you know continuous touch with the other departments for spoon running of the functions of organization. So dear learners with this we have come to the end of this video. The concept of human resource management has been divided into two videos that I have said in the first part we discuss about the concept and evolution of management human resource management and in the second part we discuss about the functions the challenges of human resource management also we discuss about human resource development. So human resource as I have already said are the vital elements of an organization which means an asset or wealth that can be drawn upon for aid as and when required. So dear learner thank you so much for watching this video we'll come up with some other videos with different concepts in human resource management.