Short Answer
Managerial and operative HR functions are two types of activities in Human Resource Management (HRM). Managerial functions include planning, organizing, directing, and controlling employees. These functions help in managing and guiding the overall HR activities in an organization.
Operative functions are the actual activities performed by HR such as recruitment, training, compensation, and employee relations. In simple terms, managerial functions focus on managing, while operative functions focus on doing the work related to employees.
Detailed Explanation:
Difference between Managerial and Operative HR Functions
Meaning of managerial functions
Managerial functions in HRM refer to the basic functions of management that are used to manage human resources. These functions include planning, organizing, directing, and controlling.
Planning means deciding in advance what to do and how to do it. Organizing involves arranging resources and assigning duties. Directing means guiding employees and giving instructions. Controlling ensures that activities are performed according to plans.
These functions are important because they provide direction and structure to all HR activities. Without managerial functions, it would be difficult to manage employees effectively.
Meaning of operative functions
Operative functions are the specific tasks performed by the HR department. These functions are directly related to managing employees in day-to-day activities.
They include recruitment, selection, training, performance appraisal, compensation, employee relations, and welfare activities. These functions help in implementing the plans made under managerial functions.
Operative functions are practical in nature. They focus on carrying out activities that directly affect employees and their work.
Nature of functions
Managerial functions are general in nature and are used in all areas of management, not only in HR. Every manager performs these functions, regardless of the department.
Operative functions are specific to HRM. They deal only with employee-related activities and are mainly performed by HR professionals.
Purpose and focus
The main purpose of managerial functions is to manage and control HR activities. They focus on setting goals, making plans, and ensuring proper execution.
Operative functions focus on executing tasks such as hiring employees, training them, and maintaining relationships. Their purpose is to manage employees effectively.
Level of application
Managerial functions are usually performed by top and middle-level managers. These functions involve decision-making and planning.
Operative functions are mostly performed by HR managers and staff at different levels. These functions involve implementation and execution of plans.
Relationship between the two
Managerial and operative functions are closely related. Managerial functions provide the plan and direction, while operative functions carry out those plans.
For example, planning (managerial function) decides how many employees are needed, and recruitment (operative function) fulfills that need by hiring employees.
Importance of both functions
Ensures smooth management
Both managerial and operative functions are necessary for effective HRM. Managerial functions guide the process, while operative functions implement it.
Improves efficiency
When both functions work together, employees are managed properly. This leads to better performance and higher productivity.
Helps in achieving goals
Managerial functions set the goals, and operative functions help in achieving them. This coordination ensures organizational success.
Maintains balance
Both functions help in maintaining a balance between planning and action. This ensures that HR activities are both well-planned and properly executed.
Conclusion
Managerial and operative HR functions are both important for effective human resource management. Managerial functions focus on planning and controlling, while operative functions focus on performing specific HR activities. Together, they ensure smooth functioning, better employee management, and achievement of organizational goals. Understanding this difference helps in improving efficiency and effectiveness in HR practices.