What are the Operative Functions of HRM?
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.
Recruitment
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.
Compensation
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.
Development
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.
Workplace Environment
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.
Relationship Building
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.
Motivation
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.
FAQs on HR Manager's Operative Functions Simplified
1. What are the primary operative functions of a Human Resource Manager as per the CBSE Commerce syllabus for 2025-26?
The primary operative functions of an HR Manager are the core, task-oriented duties related to the workforce. These include:
- Procurement/Recruitment: Identifying manpower needs, sourcing candidates, selecting, and placing new employees.
- Development: Enhancing employee skills through training, performance appraisals, and career progression programs.
- Compensation: Ensuring fair and equitable payment, including wages, salaries, bonuses, and incentives, in exchange for work performed.
- Integration & Relationship Building: Fostering a positive relationship between management and employees by handling grievances, promoting collective bargaining, and motivating the workforce.
- Maintenance: Sustaining employee well-being and a productive work environment through health, safety, and welfare schemes.
2. How are the operative functions of an HR Manager different from their managerial functions?
The key difference lies in their scope and nature. Operative functions are the hands-on, service-providing duties directly related to managing employees, such as hiring, training, and compensation. In contrast, managerial functions are broader and involve planning, organising, directing, and controlling the HR department and its strategies to align with overall organisational goals. For example, recruiting a new sales associate is an operative function, while deciding the overall hiring budget for the year is a managerial function.
3. Can you provide a real-world example of the 'Development' function in action?
Certainly. An excellent example of the development function is when an HR manager identifies that the company's accounting team is not proficient with a new GST filing software. The manager then organises a mandatory three-day workshop conducted by an external expert to train the entire team. This action directly develops employee skills, improves efficiency, and helps the organisation adapt to new regulations.
4. Why is maintaining a positive workplace environment considered a vital operative function?
Maintaining a positive workplace environment is vital because it directly impacts employee morale, productivity, and retention. An HR manager executes this function by ensuring physical safety, promoting a culture of respect, and providing necessary amenities. A positive environment reduces employee stress and conflicts, which allows them to focus better on achieving organisational goals, making it a cornerstone of effective human resource management.
5. What does the 'Compensation' function precisely involve for an HR Manager?
The 'Compensation' function involves the determination and administration of an adequate and equitable pay structure. The HR manager's role is to ensure that employees receive fair remuneration for their contributions. This isn't just about the basic salary; it includes designing a comprehensive package with wages, bonuses, incentives, and benefits like health insurance. The goal is to attract, retain, and motivate employees while ensuring wage parity for similar roles.
6. How does the 'Recruitment' function directly influence the 'Development' function within a company?
The 'Recruitment' and 'Development' functions are deeply interconnected. Effective recruitment involves hiring candidates who not only fit the job requirements but also possess the potential and attitude for growth. When HR managers hire the right people, the subsequent development function becomes more effective and less costly. A candidate with a strong learning aptitude will benefit more from training programs, making the company's investment in their development more fruitful and contributing to a more skilled workforce in the long run.
7. What is the importance of the 'Separation' function performed by an HR Manager?
The 'Separation' function is important as it manages an employee's final exit from the organisation, whether through retirement, resignation, or termination. The HR manager ensures this process is handled smoothly and professionally. This includes conducting exit interviews to gather feedback, clearing all dues, and correctly processing final settlements and retirement benefits. A well-managed separation process protects the company's reputation and maintains a positive relationship with the departing employee.
