Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled.
Human Resource Management
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
The strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Nature of Human Resource Management
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees deve¬lop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-moti¬vated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo¬mics, etc.
Role of Human Resource Management
PLANNING AND ORGANIZING FOR WORK, PEOPLE AND HRM
• STRATEGIC PERSPECTIVE
Develop Human Resource plans and strategies aligned to the organization’s strategic direction and business strategy. Provide tools and tactics to enhance execution of these strategies. Integrate HRM with current and pending legislation and socio-political changes. Integrate Human Resource Management with general organisational management. Manage the interface between HRM processes and systems. Formulate and communicate HRM policies. Scan the environment (both international and national) and identify emerging trends that will affect the organization and the management of people therein. Assess the long-term impact of short-term decisions on people. Manage people related
issues accompanying mergers, alliances and acquisitions. Express (embody) the
philosophy and values regarding people management in the organisation.
• CHANGE MANAGEMENT
Advise management on implications of change for employees. Co-ordinate &
facilitate the change process. Facilitate changed relationships. Provide support
structures for employees during change. Deliberate and proactive
management of the changing environment and its implications for work and
the organization.
• CORPORATE WELLNESS MANAGEMENT
Develop and communicate policies and procedures with regard to the management of well being. Manage occupational health and safety. Manage wellbeing (Employee Assistance programs & Health Promotion programs).
PEOPLE ACQUISITION AND DEVELOPMENT
STAFFING THE ORGANIZATION
As anexample, each of the functions of this role is further unpacked in terms of
activities.
Human Resource Planning (linked to strategic perspective)
Determining requirements of jobs
Recruitment of staff for the organisation
Selection of human resources
Placement of staff
Induction and orientation
Management of a-typical employment situations.
Managementof termination
TRAINING &DEVELOPMENT
• PERFORMANCE MANAGEMENT
• INDUSTRIAL RELATIONS
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
• COMPENSATION MANAGEMENT
• INFORMATION MANAGEMENT
• ADMINISTRATIVE MANAGEMENT
• FINANCIAL MANAGEMENT
According to Mr. Alex Somera, an HR Personnel of Emcor, the Human Resource Department of Emcor is the responsible for managing the Human Resources. For looking for possible employees to fill in vacancies, to analyze cause of the problems of unusual behavior of employees in the working environment. The human Resource department is also responsible for the development of the morale of every employee from the simplest laborer to the highest position in the organization. He also said that all of the transaction regarding the employee can be found in the Human Resource-Department for example like the processing of the Salary, Accounting Division, assist the employee for their basic needs like medication, loan etc. He said that the main purpose of the HRM is to attain the needs of the employees. The welfare of the employees is the topmost priority of the HRD, He said that the human force is the responsible that is why the organization generates, the employees are the reason and responsible for the survival of the industry that is why they have to take care of them, they are the one who builds and keep the organization survive but they could also be the reason to destabilize the industry.
I agree with Mr. Alex Somera, no company will survive without taking care of their human resources. An employee would always complain if there are any irregularities in the organization. If the HRD won’t take action on that, that would cause a problem, maybe it will take effect on the working performance of their employees.
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