Operative Functions of HRM
Human Resource Management (HRM) encompasses various operative functions that are essential for effective workforce management. These functions ensure that an organization can attract, develop, and retain talent while addressing emergent issues.

Procurement
- Recruitment and Selection: Identifying and attracting suitable candidates for job vacancies.
- Job Analysis: Understanding job requirements to align candidate skills with organizational needs.
- Employment Branding: Establishing a strong employer brand to attract top talent.

Development
- Training and Development: Implementing programs to enhance employee skills and knowledge.
- Succession Planning: Preparing for future leadership roles within the organization.
- Performance Management: Regularly assessing employee performance to identify areas for improvement.

Compensation
- Salary Structure: Designing competitive pay scales to reward employees appropriately.
- Benefits Administration: Offering perks such as health insurance and retirement plans.
- Incentive Programs: Creating bonuses and rewards to motivate high performance.

Integration
- Organizational Culture: Fostering a positive work environment that aligns with company values.
- Team Building: Encouraging collaboration among employees through team-oriented activities.
- Communication Strategies: Ensuring effective internal communication to promote transparency.

Maintenance
- Employee Relations: Addressing workplace conflicts and maintaining a positive atmosphere.
- Compliance: Ensuring adherence to labor laws and regulations.
- Health and Safety: Implementing policies to safeguard employee well-being.

Emergent Issues
- Diversity and Inclusion: Promoting a diverse workforce and inclusive practices.
- Remote Work Policies: Adapting to changing work environments and technologies.
- Talent Retention: Developing strategies to reduce turnover and retain top performers.

HRM Research
- Data Analysis: Utilizing data to inform HR decisions and strategies.
- Benchmarking: Comparing HR practices with industry standards to identify improvements.
- Employee Surveys: Gathering feedback to enhance workplace conditions.

HRM Accounting
- Cost Analysis: Evaluating the financial implications of HR policies and practices.
- Budgeting: Allocating resources for HR initiatives and programs.
- Return on Investment (ROI): Measuring the effectiveness of HR activities in terms of organizational performance.
These functions collectively contribute to the strategic management of human resources, ensuring that organizations can thrive in a competitive environment.