For successful business performance, any organisation must emphasise on the Human Resource. It is their performance based on which the company furthers the organisational goals and objectives. Thus, operative functions of HRM are of great importance as it is the HR Manager who tackles the department and fulfils the objectives. The operative functions of the HR manager ensure the organisation functions properly.
What are the Operative Functions of HRM?
Before we delve deeper into the operative functions of the HR manager, let us enlighten you about the introduction to operative functions. The term operative functions refer to the particular tasks, functions or duties that are vested in the department of human resource by the organisation itself. In other words, the personnel department is entrusted with these tasks. The tasks include employment of workforce, development of the human resource, integration, compensation and maintenance of the workforce of the organisation. In this section of introduction to operative functions, we must remind you that the functions of the HR manager are varied including advisory functions and management functions apart from operative functions.
Operative Functions of Human Resource Management
The HR Managers are not directly associated with management functions such as controlling, staffing, planning, directing, organising etc. In the following section, we describe the operative functions of human resource management in detail.
One of the main operative functions of HR is taking care of recruitment. Workforce or human resource is the most important sector that an organisation depends upon for the final product produced from the available resources. This calls for identifying the requirement of personnel properly. HR Managers estimates how much manpower the firm requires by analysing the existing workforce and the workload. After acquiring the candidates with desired qualification and/or experience, they delegate responsibilities. The selection, placement and employment take place under the recruitment process.
Employees look for financial support while they work in an organisation. One of the operative functions of human resource management is to ensure that workers working at the same level and delivering the same outputs receive equal compensation. Here compensation is the payment that the employees receive in exchange for the work they do. The compensation must be equitable and sufficient.
The operative functions of HR do not mean acquiring new workforce and doing away with the old staff. The HRM needs to upgrade the existing staff and develop them. Arranging for training and development of the staff is important for the overall growth of the firm. The training sessions develop the workers, make them acquitted with the changing norms and help them adapt to the work environment too.
While personal and professional development of the employees and the whole workforce is of utmost importance, enabling them to function in a productive work environment is equally important. One of the managerial and operative functions of HRM is to ensure the organisational goals are met and steady productivity is maintained. For this, good maintenance of the workplace, providing a productive ambience, etc. are necessary.
While performing the managerial and operative functions of HRM, the managers also build a relationship with the workers across industries by joint consultation, bargaining or acting as a mediator if disputes occur. The labour enactments knowledge comes in handy in these cases.
Employees need to be continuously motivated so that they give in full effort to achieve the prior set goals. If at any point in time they feel demotivated, the HR manager should be there to guide them and motivate them in whatever way necessary- monetary or non-financially. Occasional incentives motivate workers and ensure more efficiency in the work to be delivered.
These are more or less the operative functions that HRM performs in an organisation. Though these are not the management functions, the operative functions are integrally associated with them. So, an HR Manager needs to be aware of all aspects of the organisation despite the workforce being his/her only responsibility.