Saturday, June 16, 2012

How to be a Successful Human Resources Manager ?





The Human Resources Management have to fill these needs, since recruiting, training and educating new employees is important in maintaining the high standards of the organization.

The HRM also deals in ensuring high quality performance to their current employees and dealing with performance issues. Never the less, the HRM handles staff and management practices in conforming various regulations and policies. New projects and activities include managing tasks on how the company can approach employees with their benefits and compensation.

And for small businesses, they handle these activities and tasks by themselves since they cannot afford to have a Human Resource management team. However, they should always be aware of the need to regulate personnel policies. These policies are mostly seen in human resource handbooks, which all employees should have.

You should also take note that the Human Resources Manager's duty is mainly on major management activities. Since you are considering improving your career in the Human Resource Management department, leadership traits and trainings are important aspects in acquiring your dreams and goals in the company.

For large scale businesses, Coaching is providing feedback usually to the supervisors and executives on how they reach their personal best in their Human Resource leadership role. HRM coaches usually works with every manager and supervisors at every level in the company. This what makes the human resource coach as challenging and exciting.




There are some tips on how to become an effective leader or coach:

# Effective coaches and leaders should define the boundaries of his relationship with his managers.

# You should also pay attention to your team's concerns and issues. Allow yourself to receive feedbacks and comments on what areas you want to improve on.

# Help the manager to obtain a 360 degree feedback and implement action plans to increase his capabilities as a good leader.

# As a human resource management leader, you should push the window with each manager in assisting each employee to grow professionally. It is also important to promote the success of each employee in the company.

# A good leader should always listen to his personnel in the organization. You should allow ideas and thoughts of your employees to help form the vision and mission of the organization.

# You should provide each employee what they want and deserve within his capabilities. You can share rewards to your team if the organization is performing well.

# You can set the pace through your own expectations and by examples.

# Always establish an environment of continuous improvement.

# Provide new opportunities to employees who deserve to grow. This can be professionally or personally

Success of every businesses may depend on the capabilities of a good human resource management. Recruiting good leaders that want to take advantage of the knowledge, experience, and thoughtfulness of talented employees is important.

Finally, Human Resources Management plays a major role in staffing, training and educating good leaders that will lead the company in a highly fulfilling manner.

Thursday, June 7, 2012

What Is Human Resource Management ?

 


Question: What Is Human Resource Management?


Answer:

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.

HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.



Evolution of Human Resource Management:

The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment.

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 develop 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-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Scope of Human Resource Management:

The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Beliefs of Human Resource Management:

The Human Resource Management philosophy is based on the following beliefs:
• Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent.
• A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource.
• HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization.
• Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness.
• Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs.
• Employee commitment is increased with the opportunity to dis¬cover and use one's capabilities and potential in one's work.
• It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates.

Objectives of Human Resource Management:

• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in trans¬action of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.

Functions of Human Resource Management:

In order to achieve the above objectives, Human Resource Management undertakes the following activities:
1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
9. Collective bargaining, contract negotiation and grievance handling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by providing incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.

Major Influencing Factors of Human Resource Management:


In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy:
• Size of the workforce.
• Rising employees' expectations
• Drastic changes in the technology as well as Life-style changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Impact of new economic policy. Political ideology of the Govern¬ment.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.