Operative Functions of Human Resources Management

Operative Functions of Human Resources Management

The operative functions of HRM are those duties or functions which are handled by Human Resource department in an organization.

Human resource Management department is the backbone of any organisation. The HRM department chooses the right person from the market and places the right individual in the appropriate department.

Recruitment includes gathering a pool of applications from which suitable employees are selected by the HR manager.  Being an HR professional, you have to be highly selective when it comes to recruiting an employee.

Operational Functions of HRM

core functions of hr management hrm
Core functions of hr management HRM

The operative functions of personnel Management are those operational duties or functions, of human resource department, implemented by HR Managers. The operative functions of HRM encompass a wide range of duties:

  • Employment
  • Procurement
  • Development
  • Compensation
  • Maintenance
  • Industrial relations
  • Integration.
Human Resources Management Operative  Functions and Duties
Human Resources Management  operative & managerial Functions and Duties

Also Read: Recent trends in Human Resource planning

Operative Duties of HRM

Employment

Employment is Function of HR Department
Employment is Function of HR Department

Employment is the foremost operative function of HRM. This task is carried out by the HR managers for all the department of any organisation.

The HR department creates personnel policies and coordinates with all the departments of the firm. Employment includes securing and employing professionals who possess required skill that is necessary for achieving the organisational objectives.

It also covers job analysis, recruitment, selection, placing of the candidate, induction session and internal mobility. When you decide to excel your career as an HR professional, you have to be highly skilled and experienced to carry out the above-mentioned work with precision.

Also Read: Improving tips for manpower utilization

Human Resource Development

The operational process of HRM involves improving, changing the skills, knowledge, aptitude, creative ability, values, aptitude, commitment, etc. based on the requirement of the organisations and job vacancies for both present and future.

This also covers performance appraisal, career planning, training management development, promotion and demotion, internal transfer, mobility and organisational development. An employee gets all support from the HR department of an organisation when joined newly in a firm.

Also Read: Managerial functions of Human Resource Department

Compensation

Compensation means determining the pay scale and other emoluments for the employees. Establishing and maintaining properly the pay system of any firm is considered to be the most important task of HR managers. Being an HR manager, you need just and impartial pay rates to the employees.

In addition to this, an HR manager must regularly manage the performance system of the employees and should continue to design reward scheme for the employees such as performance-based incentives, bonus and flexible working schedule.

Also Read: SLA best practices

Maintenance

The maintenance function of HR manager includes retaining the efficient and skilled professionals in the organisations. When it comes to maintenance function, HR managers have to ensure to the employees that they must have an occupational safety.

A positive working ambiance is what the employees must have in an organisation and this must be provided by the HR department. After working for prolong period, the brain needs recreation to work accurately.

Recreational activities must be there in the workplace but make sure that it does not hamper the work process. Transportation and canteen facilities must be provided to the employees.

Also Read: Basic functions of HRM

The operations of HRM Department varies from one organisation to another depending on the size, nature and objectives of organisations. Smaller organisations follow shorter HRM process with emphasis on procurement and compensation and does not give priority to development, training and industrial relations maintenance.

On the other hand, large organisations have a comprehensive HRM process for meeting the requirements of the management as well as the workforce. A properly set up HR department can make an organisation reach the zenith with a skilled workforce.

Also Read: Payroll challenges

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