Many Issues But One Human Resource Manager
In the stream of organizational growth and strategic importance, HRM has achieved great importance may be because of globalization and the info explosion today, org get adapted to new changes in tech field and management. An attempt has been made in this paper to point out the experiences on the emerging issues in managing human resources. Today; competitive advantage is based on the successful application of knowledge. Managing people, as an HRM function, has broadened, to include managing organizational capabilities, relationships, learning and knowledge. In today’s world where competitive advantage is based on the successful application of knowledge, managing people. A Human resource manager has to take care of the Roles, Relationships, Strategic focus, learning focus.
These areas are different from each of the economy functions, like traditional, transitional and knowledge.
Innovate HRM
Crafting creative business strategies
Organizational restructuring
Creating social networks
Invoking new challenges
Shifting approach
Enabling companies to go global
Leading to superior performance
Creating knowledge work force
HRIS can play a vital role as it helps to have a better communication process in the organization and we can offer better service with less effort at reduced cost. Aspects of HRM[/b]
Human Resource Planning
Recruitment
Selection
Placement
Inductions
Transfer & Planning
Job Analysis
Performance Appraisal
HR Audit
Total Quality Management
Quality of Working Environment
Quality Cycle
HRM in the Present Scenario
¯ Low motivation or mounting frustration
¯ Promotions are consolations for transfers
¯ Cadre conflict
¯ Reward and punishment system
¯ Development of strong training system
Trends in HRM[/b]
[/b]
Now-a-days, information system has become a tool for more HR professionals, and often, these systems are provided through the Internet. Organizations search for talents, and screening candidates online. Employees may receive training online. The employment relationship takes the form of a psychological contract that describes what employers and employees expect from the employment relationship. The employees are looking for flexible work schedules, comfortable working conditions and greater autonomy, opportunities for training and development, and performance-related financial incentives. For HRM, the changes require planning for flexible staffing levels.
Strategic HRM[/b][/b]
It is that set of managerial decisions and actions that determine the long term performance of a corporation. It includes environmental scanning, strategy formulation, implementation, evaluation and control. The biggest benefit that strategic HRM offers is competitive advantage by building critical capabilities of HR in an organization.
HR experts are having the opinion that, though "best practices in HRM" cannot be uniformly applied to all the organizations, they have a kind of uniform applicability in some functional areas, where psychological factors play an important role. Such areas are broadly classified as follows: -
HR Function & Performance Management
The challenge before human resource professionals today is to create an enabling organizational climate for the employees, For this, they need to examine relevant issues such as training and development, performance appraisal and career planning in the organization. Selection and recruitment of personnel is an important responsibility of the human resource department. The recruitment policy provides competitive remuneration as per industry norms, maintains high standards for selection of recruits, and encourages lateral induction to infuse fresh ideas and new skills in the organization.
Information age has heralded a new way of doing business. IT has the power to change the most well-entrenched business paradigms. It has the power to link and connect people, and enable the exchange of products, services and capital, in an entirely different manner than in the past. IT has increased the efficiency of the human resource functions and reduced the burden of administrative work in the HR department, at the same time, helping to increase productivity.
A virtual company is usually a highly networked organization that extensively contracts out activities that were once performed in-house, allowing both speed and flexibility. The key to success in a virtual corporation is connectivity, i.e., the ability to network with a large number of independent companies.
Strategic management seeks to coordinate and integrate the activities of the various functional areas of a business in order to achieve long-term organizational objectives. A balanced scorecard is often used to evaluate the overall performance of the business and its progress towards objectives. Using planning and management tools strategically, then, involves essentially a way of thinking, a mental framework or approach, as well as a set of analytic tools. For strategic management to be effectively used the manager must develop a strategic mentality.
Many organizations are experiencing relatively high employee turnover, but managers are saying they do not have the time to investigate the reasons. These warning signs may require investigation, particularly remembering the old adage that symptoms may mask the real problem.