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Operative Functions

The document outlines the six key operative functions of personnel management: 1) procuring employees with the necessary skills through recruitment and selection processes; 2) developing employees' skills and abilities through training and development; 3) motivating employees through intrinsic and extrinsic rewards; 4) maintaining employees' health and well-being through welfare measures; 5) integrating organizational and employee goals through participation programs; and 6) addressing emerging issues to motivate employees in a changing environment.

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576 views1 page

Operative Functions

The document outlines the six key operative functions of personnel management: 1) procuring employees with the necessary skills through recruitment and selection processes; 2) developing employees' skills and abilities through training and development; 3) motivating employees through intrinsic and extrinsic rewards; 4) maintaining employees' health and well-being through welfare measures; 5) integrating organizational and employee goals through participation programs; and 6) addressing emerging issues to motivate employees in a changing environment.

Uploaded by

seepi345
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Operative Functions 1.

Procurement function: The

first operative function of personnel management is procurement. It is concerned with procuring and employing people who possess necessary skill, knowledge and aptitude. Under its purview you have job analysis, manpower planning, recruitment, selection, placement, induction and internal mobility.

2. Development: It is the process of improving, moulding, changing and developing the


skills, knowledge, creative ability, aptitude, attitude, values and commitment based on present and future requirements both at the individuals and organisations level.

3. Motivation and compensation: It

is a process which inspires people to give their best to the organisation through the use of intrinsic (achievement, recognition, responsibility) and extrinsic (job design, work scheduling, appraisal based incentives) rewards.

4. Maintenance: It

aims at protecting and preserving the physical and psychological health of employees through various welfare measures.

5. Integration function: This tries to integrate the goals of an organisation


with employee aspirations through various employee-oriented programmes, like redressing grievances promptly, instituting proper disciplinary measures, empowering people to decide things independently, encouraging a participative culture, offering constructive help to trade unions etc.

6. Emerging issues: Effective management of human resources depends on


refining HRM practices to changing conditions. Hence the need to look at other important issues that can motivate people to give their best in a dynamic and ever-changing environment.

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