Operative Functions of HR Manager

Introduction 

Human Resources are an essential component of every organization or business. If they are so vital, it is the responsibility of the company to create the greatest working environment possible.

They appoint a Human Resource manager to help them achieve this goal. Human resource management is not a new or difficult idea. An HR manager is responsible for a variety of tasks that ensure the smooth operation of the company.

Management functions, operational functions, and advisory functions are all examples of these. We'll look at the numerous operating roles in this post(Ashley, 2011).

HR Managers' Skills

To control an organization's entire staff, HR managers must have certain basic competencies. An HR manager is supposed to have the following skills:

• Human resources legislation, labor contracts, hiring, and conventional industry procedures are all things to be aware of.
• Observing people's behavior, speaking effectively, and creating rapport with employees are all examples of general talents.
• Ability to write and enforce HR policies, procedures, and SOPs effectively.
• Capabilities in strategic thinking and proactive planning.
• Ability to make decisions and solve problems.

What are Operative Functions

The operative functions are those tasks or duties or functions which a company entrusts to the human resource or personnel department.

These include employment, development, compensation, integration, and maintenance of personnel of the organization.

These are different from the managerial functions since they do not form part of the main functions of the management like Planning, Organizing, Staffing, Directing, and Controlling(Firdausi, 2012).

Figure 1 (Source: Operative Functions of Human Resource Management)

Operative Functions

1. Employment

Human resource is the most important resource for any enterprise since it is the resource that converts other resources into the final product. So, under this first operative function of the HR manager, he estimates the manpower requirement in the organization. He does so by using workforce and workload analysis

Hence, in this function, he gets the right number of people and assigns them the right job for the fulfillment of the objectives of the organization. It involves recruitment, selection, placement, etc. of the human resource.

2. Development

Undoubtedly, the acquisition of human resource in any organization is very important. But we should not forget the fact that the world is changing at a rapid pace demanding the companies to change along with it. In order to cope up with the changing world, the company needs upgraded employees.

Each time a company cannot just retrench the old staff and hire a new one because of a lot of disadvantages in doing so.

So, the company should upgrade or develop their existing employees through the means of Training and Development. By this, they will be able to develop their workers and cope with the rapidly changing environment.

3. Compensation

Everyone works for some benefit or the other. Mostly, people work in exchange for some monetary benefits. Compensation is nothing but the payment for the work done by the workers in the company.

HR manager should consider the fact of equitable compensation for the same level and quality of work for different workers. This function focuses on the determination of adequate and equitable remuneration of the employees.

4. Motivation

People generally work to a certain level with full efficiency. After some time, they need to be provided with some new incentives to work. Here comes the concept of motivation. This function states that the HR manager should motivate the workers with both financial and non-financial incentives.

Conclusion

In this position, the HR professional assists in the formulation and implementation of the organization's overall business plan and objectives. The HR manager contributes to the organization by evaluating the HR function's effectiveness on a regular basis. In addition, he promotes transformation in other departments and workplace practices.

List of Figures

Figure 1 (Source: Operative Functions of Human Resource Management) 1

Reference

Ashley, 2011. Operative Functions of HR Manager. Human Resource Management, 4(11), pp.42-47.

Firdausi, J., 2012. HR from the Outside In: Six Competencies for the Future of Human Resources. 1st ed. Seattle: Scott Snell.