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Operative Functions of HRM

Operative Functions of HRM

Staffing

Staffing is one of the managerial functions. But this function is normally performed by the HR managers for all the departments of the firm.

In most organizations, the HR department establishes personnel policies and coordinates the HR functions of all the departments.

This function is also called the operative function or HRM function. It includes, amongst others, the processes of hiring, training, compensating, appraising and retaining employees, and attending to their labour relations, health and safety, and equality concerns.

Operative functions of HRM

Procurement 

Procurement refers to a string of activities undertaken by the HR managers for filling the present and future vacancies of the organization.

The activities include job analysis and designing, HR planning, recruitment and, finally, the selection of suitable employees. Here, job analysis refers to both the determination of specific tasks and responsibilities connected to a job and identifying the skills, knowledge and abilities required for the job holder.

HR planning involves choosing and placing the right person at the right job and at the right time. Recruitment involves gathering a pool of applicants from which suitable employees may be selected. 

Lastly, selection involves screening, testing, interviewing and hiring the most suitable employees for the organization.

SCOPE AND CHARACTERISTICS OF HRM

Development 

Development here refers to both employees’ training and management development. HR managers are accountable for conducting and supervising training and development programmes for employees.

The very purpose of a training and development programme is to increase the employees’ competencies in their job by improving their knowledge, skills and abilities. 

Training and development is widely accepted as a method for enhancing the employee skills, increasing the individual and organizational performance, improving the employee morale, and achieving the business growth and success.

Compensation 

Compensation refers to the determination of the pay scale and other benefits for the employees. Establishing and maintaining the pay system of an organization is one of the principal jobs of the HR managers.

They must devise ways to ensure fair and equitable pay rates. In addition, HR managers should regularly manage the performance evaluation system of the organization, and continuously design reward systems such as performance-linked incentive plans and bonus and flexible work schedules.

Maintenance 

The maintenance function aims at retaining efficient and experienced employees in the organization. This calls for creativeHR practices.

In this regard, HR managers are responsible for offering a wide range of HR programmes covering occupational safety, health promotion and physical fitness, canteen facilities, recreation activities, transportation programmes, employee suggestion schemes, career counselling and growth for creating a positive work environment.

OBJECTIVES AND FUNCTIONS OF HRM

Integration 

It consists mainly of industrial relations and aims at ensuring good relations between the management and the employees.

HR managers have to implement industrial relations programmes that would ensure ethical and fair treatment in disciplinary action, grievance redressal, and career management processes.

They should also counsel the employees and the management to prevent and, when necessary, resolve disputes over labour agreements or other labour relation issues.

It is to be understood here that the functions of HRM can vary widely from one organization to another, depending upon its nature, size, and objectives. 

For instance, a smaller organization may follow a shorter HRM process with a greater emphasis on functions like procurement and compensation and little or no priority for activities like training and development and industrial relations maintenance.

On the contrary, large organizations may pursue a longer and more comprehensive HRM process to meet the requirements of both the management and the workforce.

WANNA TAKE A HR QUIZ N CHECK YOUR HR IQ?

1. The development and application of employees’ skills and energies to accomplish the goals and objectives of the organization is called:

a. human resource management.
b. human resource planning.
c. selection.
d. recruiting.

2. The first step in the human resource planning process is:

a. preparing a job analysis.
b. forecasting future human resource needs.
c. assessing future demand.
d. assessing future supply.

3. Human resource planning techniques include the use of some or all of the following:

a. human resource inventories.
b. action plans.
c. control and evaluation.
d. all of the above.

4. Which term describes the process of gathering, analyzing and synthesizing information about the jobs that are being done and any new jobs that are envisaged?

a. job description.
b. job analysis.
c. job specification.
d. human resource inventory.

5. The first step in a typical job analysis is to examine the overall organization. The next step is

a. collect data on jobs.
b. prepare job description.
c. prepare job specification.
d. select jobs to be analyzed.

Answers:

1. The development and application of employees’ skills and energies to accomplish the goals and objectives of the organization is called:

a. human resource management.
b. human resource planning.
c. selection.
d. recruiting.

2. The first step in the human resource planning process is:

a. preparing a job analysis.
b. forecasting future human resource needs.
c. assessing future demand.
d. assessing future supply.

3. Human resource planning techniques include the use of some or all of the following:

a. human resource inventories.
b. action plans.
c. control and evaluation.
d. all of the above.

4. Which term describes the process of gathering, analyzing and synthesizing information about the jobs that are being done and any new jobs that are envisaged?

a. job description.
b. job analysis.
c. job specification.
d. human resource inventory.

5. The first step in a typical job analysis is to examine the overall organization. The next step is

a. collect data on jobs.
b. prepare job description.
c. prepare job specification.
d. select jobs to be analyzed.

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