This thesis discusses the managerial functions of HRM and the operative roles of HRM. Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. The managerial functions of HRM include planning, organizing, staffing, directing, and controlling. Hence, these activities ensure organizational effectiveness through the proper utilization of resources to achieve organizational goals. Alternatively, the Operative roles of HRM include procurement, development, compensation, maintenance and motivation, and integration. Notably, the responsibilities of HRM managers are staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. Additionally, they should be concerned with both internal aspects and changes in the external environment that may impact their employees. For instance, the trends toward flexible schedules and telecommuting are examples of external factors.
THE CONCEPTS AND MANAGERIAL FUNCTIONS OF HRM
There are several managerial functions of HRM. First, planning is the process of preparing the procedure of activities in advance. Poor planning fails and affects the overall system. Therefore, HR Managers should be aware of the right timing to achieve organizational goals. Secondly, organizing is the process of arranging resources and activities properly to avoid any confusion. Thirdly, staffing is the function to ensure the selection of fit employees through selection, training, job positioning, and wages administration. Fourthly, Directing is a knowledge, discipline, and formal way of communicating roles and responsibilities to the employees. Thus, the latter promotes clarity to employees concerning their expected results from the management. Lastly, HR managers should have the necessary knowledge and decision making capability to control all HR related matters. In conclusion, both managerial and operative roles of HRM are vital to organizational success.
Read more on the concepts and managerial functions of HRM at
THE CONCEPTS AND OPERATIVE ROLES OF HRM
The operative roles of HRM include procurement, involving job analysis, job design, recruitment and selection, human resource planning, induction, and orientation. Secondly, development involves career planning and growth and employee training and progress. This role is a concept of human resource development which, improves the overall growth of employees, influences team spirit, and helps create an efficient culture in an organization. Thirdly, the compensation operative role involves job and performance evaluation, and employee appraisal, wage administration, and benefits. Fourthly, maintenance involves the activities to retain and motivate employees by ensuring their wellbeing and active participation. Notably, HR managers should ensure the safety of employees by providing environmentally friendly working conditions. Lastly, integration includes industrial relations, employee discipline, grievance procedure, dispute settlement, and collective bargaining. In conclusion, there is an interconnection between managerial functions of HRM and these operative roles.
Read more on the concepts and operative roles of HRM at
Additional attachments
