Tuesday, July 23, 2013

Human Resource Management : Public and Private Organisations

To all the enlightened readers and knowledge seekers of this Blog - Thank you for the continued love, respect and support. It is deeply appreciated and valued. Keep it coming.

Here is the latest post on this Blog that will detail and make crystal clear the concept and practice of Human Resource Management that is a pivotal and integral part of every Public and Private Organisation and its robust functioning is the force behind their success.

Here it begins.

DEFINITION (courtesy Wikipedia)  - Human resource management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees' representatives (usually a labour union).

 Human Resources is a shift from the mechanical Personnel Administration philosophy and theory that views and treats Personnel or employees as mere cogs in the Organisational machinery.

HRM views employees as "Resources", in that tangible and intangible benefits flow from their best utilisation and how they are resourced in the right manner and at the right time for the benefit of the organisation and the employees, both.

1. Societal Objectives - HRM has to keep in mind while making policies for the organisation the laws of the land, health and safety of workers, morale, ideological bias and issues of societal concern.

2. Organisational Objectives - HRM is at the forefront of organisational strategy, coordinating and harmonising organisation wide efforts and stressing on role of human resource management in contributing towards organisational effectiveness and objective attainment.

3. Functional Objectives - To keep the organisation functional in the best possible pattern by devising sound policies viz. Appraisal, Placement and Assessment polices for the welfare of the employees and their best use of their talents.

4. Personal Objectives - Assistance HRM renders to employees for achieving their personal goals and enhance their contribution to the organisation viz. Training and development, Appraisal, Placement, right compensation and Assessment, etc.

The HR Manager has to be both a policy and a process specialist which demands both policy advise and policy implementation specialities.
He/She is the joining line or interface between the organisation and policy stimulators ( govt. strategic partners,etc) and ensure harmonisation and compliance of the two towards each other. He/She can be both a Generalist or a specialist and actual practice of the HR Manager in this regard differs from organisation to organisation.

In the face of LPG in this global village that we live in today we need to understand its impact on HRM and the issues and solutions to the same.

In the future companies and institutions will invest more in health/welfare of workers and so HRM will be much more in demand.

Emergence of MNCs is bringing cross cultural work force and the consequent need to "manage diversity" in the work force efficiently by the HRM.
Cost constraint and the resultant emphasis on the necessity of output maximising strategies viz. total quality management, flexible management systems, etc.

Participative management for 'knowledge workers' need an active policy to retain good workers is expected to be increasingly felt in the coming years.

New technology entry, socialistic/welfaristic(reservations) via the govt. macro policies, changing customer preferences, etc, into organisations pose a greater need for training programmes and their effectiveness via the HR Department.