HR Status & Significance In Modern Economy
Human Resource Management Courses in India are among the most coveted post graduate study programs. Human resource is perhaps the most rewarding of all resources utilized by production processes. In general we can say that management is a process that involves planning, managing resources to accomplish the set objectives, and measuring the results got. There is a common perception that management involves only the managers and the people involved with the management of the company. Decision making is an important part in management and it often reflects the experience of the person making the decision. Investments in human capital are never wasted, and companies always seek newer avenues to enrich this form of capital. Most management institutes have specialized HRM courses involving lessons in enhancing human capital. HR function is clearly shifting from being a "service provider" to a "business partner" but the requirements and needs of this new role can also be met by line managers or external providers.
Decision making is centered on the three basic questions that lead to making a decision.
What change has to be done to achieve a particular goal?
To what extent the change has to be made?
And how to make that change happen?
Regardless of the rationale or the nature of its practice, HRM has become a common label for various forms and functions of people management.
Human resources play a crucial role in the development process of modern economies. It is often felt that, though the exploitation of natural resources, availability of physical and financial resources and international aid play prominent roles in the growth of modern economies, none of these factors is more significant than efficient and committed manpower.
Personnel management is concerned with employees both as individuals and as group in attaining goals.
Personnel management covers all levels and categories of employees. It covers both organized and unorganized employees.
It applies to the employees in all types of organizations in the world. Thus, it is common in all types of organizations.
Personnel management is a responsibility of all line managers and a function of staff managers in an organization.
It is concerned mostly with managing human resources at work.
Human resources management is the central sub-system of an organization and it permeates all type of functional management namely production management, marketing management and financial management.
Personnel management aims at securing unreserved co-operation from all employees in order to attain predetermined goals.
HRM specialists could play a central role because questions of how to attract motivate and develop workers with scarce but critical abilities, and developing effective processes of work organization are fundamental to knowledge-based competition.
Lets us have a look at the utility of HR
Pre-deal[/b][/b]
Spotting problems that may be overlooked by other members of the management team
Assessing people, organisation and cultural fit.
Educating executives about possible risks
Due diligence[/b][/b]
Recognizing that there is more to due diligence that the bottom line issues, such as benefits and employee pay
Looking at the impact of learning and development
Advising on organisation design and development and
Recruitment and retention in the integration process
Integration[/b]
Determining the culture/vision of the new company
Contracts of employment
Performance management issues
Looking at leadership commitment and talent
Confirming people's expectations - retention, cost and cultural fit
Looking at techniques that work well in both operations and selecting the most effective ones that will work across the board
Implementation[/b]
Alignment of HR policies and practices
Advising senior management on people issues
Reward schemes
Education
Recruitment
.
Success or failure of an organization depends on the effective coordination of the resources such as money, material, machinery and men. Among these, the role and operation of men is the most complex. All the activities of an organization are initiated and completed by the persons who make up the organization. Therefore, people are the most significant resources of any organization. HRM is known by different names – Personal management, personal administration, man power management
Contribution HRM to organization[/b][/b]
1. Helping the organization to search its goal.
2. Employing the skills and the activities of the workforce efficiently.
3. Providing the organization with well trained and well motivated employee.
4. Increasing to the fullest the employee’s job satisfaction.
5. Developing and maintaining quality of work life
6. Communication
7. Helping to other department and function
HR manager have responsibility under HRD to make OCTAPACE culture climate in the organization.
O-Openness
C-Confrontation
T- Trust
A-Autonomy
P- Proactive ness
A- Authenticity
C- Collaboration
E- Experimentation
E-HRM is the application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organizations to lower HR department staffing levels as the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes more entrenched in business culture, these changes will become more apparent, but they have yet to be manifested to a significant degree. A 2007 CIPD survey states that "The initial research indicates that much-commented-on development such as shared services; outsourcing and e-HR have had relatively little impact on costs or staff numbers".
Human Resource Management Courses in India are among the most coveted post graduate study programs. Human resource is perhaps the most rewarding of all resources utilized by production processes. In general we can say that management is a process that involves planning, managing resources to accomplish the set objectives, and measuring the results got. There is a common perception that management involves only the managers and the people involved with the management of the company. Decision making is an important part in management and it often reflects the experience of the person making the decision. Investments in human capital are never wasted, and companies always seek newer avenues to enrich this form of capital. Most management institutes have specialized HRM courses involving lessons in enhancing human capital. HR function is clearly shifting from being a "service provider" to a "business partner" but the requirements and needs of this new role can also be met by line managers or external providers.
Decision making is centered on the three basic questions that lead to making a decision.
What change has to be done to achieve a particular goal?
To what extent the change has to be made?
And how to make that change happen?
Regardless of the rationale or the nature of its practice, HRM has become a common label for various forms and functions of people management.
Human resources play a crucial role in the development process of modern economies. It is often felt that, though the exploitation of natural resources, availability of physical and financial resources and international aid play prominent roles in the growth of modern economies, none of these factors is more significant than efficient and committed manpower.
Personnel management is concerned with employees both as individuals and as group in attaining goals.
Personnel management covers all levels and categories of employees. It covers both organized and unorganized employees.
It applies to the employees in all types of organizations in the world. Thus, it is common in all types of organizations.
Personnel management is a responsibility of all line managers and a function of staff managers in an organization.
It is concerned mostly with managing human resources at work.
Human resources management is the central sub-system of an organization and it permeates all type of functional management namely production management, marketing management and financial management.
Personnel management aims at securing unreserved co-operation from all employees in order to attain predetermined goals.
HRM specialists could play a central role because questions of how to attract motivate and develop workers with scarce but critical abilities, and developing effective processes of work organization are fundamental to knowledge-based competition.
Lets us have a look at the utility of HR
Pre-deal[/b][/b]
Spotting problems that may be overlooked by other members of the management team
Assessing people, organisation and cultural fit.
Educating executives about possible risks
Due diligence[/b][/b]
Recognizing that there is more to due diligence that the bottom line issues, such as benefits and employee pay
Looking at the impact of learning and development
Advising on organisation design and development and
Recruitment and retention in the integration process
Integration[/b]
Determining the culture/vision of the new company
Contracts of employment
Performance management issues
Looking at leadership commitment and talent
Confirming people's expectations - retention, cost and cultural fit
Looking at techniques that work well in both operations and selecting the most effective ones that will work across the board
Implementation[/b]
Alignment of HR policies and practices
Advising senior management on people issues
Reward schemes
Education
Recruitment
.
Success or failure of an organization depends on the effective coordination of the resources such as money, material, machinery and men. Among these, the role and operation of men is the most complex. All the activities of an organization are initiated and completed by the persons who make up the organization. Therefore, people are the most significant resources of any organization. HRM is known by different names – Personal management, personal administration, man power management
Contribution HRM to organization[/b][/b]
1. Helping the organization to search its goal.
2. Employing the skills and the activities of the workforce efficiently.
3. Providing the organization with well trained and well motivated employee.
4. Increasing to the fullest the employee’s job satisfaction.
5. Developing and maintaining quality of work life
6. Communication
7. Helping to other department and function
HR manager have responsibility under HRD to make OCTAPACE culture climate in the organization.
O-Openness
C-Confrontation
T- Trust
A-Autonomy
P- Proactive ness
A- Authenticity
C- Collaboration
E- Experimentation
E-HRM is the application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organizations to lower HR department staffing levels as the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes more entrenched in business culture, these changes will become more apparent, but they have yet to be manifested to a significant degree. A 2007 CIPD survey states that "The initial research indicates that much-commented-on development such as shared services; outsourcing and e-HR have had relatively little impact on costs or staff numbers".