Question

“HRM involves two categories of functions-managerial and operative.” Describe these functions.

Answer 1

1. Managerial Functions: The core responsibility of any manager lies in managing people. Similar to other managerial roles, a human resource manager carries out the key functions of planning, organizing, directing, and controlling.
   1. Planning: Planning involves setting objectives and developing strategies and programs to accomplish those objectives. In human resource management, it includes establishing HR goals, creating related policies and programs, and preparing the HR budget.
   2. Organizing: To execute plans effectively, a well-defined organizational structure is essential. Organizing involves assigning tasks to team members, defining authority and responsibility relationships, and coordinating their efforts to achieve shared goals. This process helps establish a framework that links roles, people, and physical resources within the organisation.
   3. Directing: Directing refers to the process of inspiring, guiding, leading, and overseeing employees. It encompasses all actions a manager takes to influence the behavior and efforts of their team. Additionally, directing plays a key role in fostering strong personal and professional relationships within the organisation.
   4. Controlling: Controlling involves monitoring, evaluating, and ensuring that activities align with established plans and instructions. In human resource management, it includes tasks like reviewing training programs, auditing, analyzing employee turnover data, assessing morale through surveys, conducting exit interviews, and other related activities.
2. Operative Functions: The operational or service-related functions of human resource management focus on key tasks such as procuring, developing, compensating, and maintaining a productive workforce. 
   1. Procurement Function: It involves obtaining and hiring the appropriate number and type of individuals needed to achieve the organisation’s goals. This function includes the following activities:
      1. Job Analysis: Job analysis is the detailed examination of a job's duties and responsibilities to determine the type and level of human resources needed for effective performance. The insights gained from this process are used to create job descriptions and job specifications.
      2. Human Resource Planning: It involves assessing the current and future workforce needs of the organisation, creating an inventory of existing staff, and developing action plans to address any gaps in manpower.
      3. Recruitment: It refers to the process of identifying potential candidates and encouraging them to apply for positions within the organisation.
      4. Selection: It involves evaluating the qualifications of various applicants and selecting the most suitable individuals for roles within the organisation.
      5. Placement: It refers to allocating appropriate positions to chosen candidates, ensuring their qualifications align with the demands of the job.
      6. Induction or Orientation: It includes introducing new employees to the organisation, its work environment, and their colleagues to help them feel comfortable and begin their roles with confidence.