Computer Based Tutorial - Human Resource Management
Human Resource Planning is a relatively traditional discipline. However, the world of business is changing rapidly and new tools are necessary if we in HR are to meet these new challenges.
What do we mean by HRM?
It is emphasized that employment practices should match with the organizational strategy.
Part of this is that employment decisions should not be conceived in isolation. But ideally should be integrated through mechanism such as personnel planning.
At the same time, reward systems, the way promotions are made,who gets trained and why all have effects on motivation and say something about what kind of organization it is and what behaviors it w2ants to promote.
HRM is about making sure such personnel practices convey a consistent message.
Another connotation is to present HRM emphasizing securing employee commitment and motivation with scope for employees to exercise influence.
These are the three common expressions of HRM.
Human resources are the most important asset. For example, human capital can be enhanced by the further investment of of education and training just as the physical capital of a factory by modernization.
In his theory x – theory y Douglas Mcgregor argued that the way managers treat employees will affect how much of their talent, effort and motivation can be harnessed for the organization.
This opened the way for the behavioral science school (Heizberg) to incorporate psychological theories of personal growth (Maslow) into their theories of organization.
The problem comes back to the idea of people as assets and resources which John Mornes pointed out.
Human Resource Management has evolved from an administrative function to a strategic role that can add value to an organization.
A major focus of HRM is now seen in developing organizations and systems for managing change to increase competitiveness. The rate of change facing organizations has never been greater and organizations must absorb and manage at a much faster rate than in the past.
In order to implement a successful strategy to face this challenge, organizations must ensure that they have the right people capable of delivering that strategy.
The market place for talented skilled people is copmpetitive and exp3ensive. The ultimate aim is to ensure that business is correctly staffed by the right number of people with skills relevant to the business needs.
Functional overview and strategy for HRM
These issues motivate a well thought out human resource management strategy consisting seven distinguishable functions.
HR Function 1 – Man Power Planning
Staffing level planning requires that an assessment of present and future needs of the organization be compared with present resources.
------ logical staffing demand schedule for varying dates in the future
further planning of recruitment, training, retraining, labor reduction/redundancy or changes in the work force utilization.
HR Function 2: Recruitment and selection of employees
HR Function 3 Employee motivation
HR Function 4 Employee evaluation
HR Function 5 Industrial relations
HR Functon 6 Employee services
HR Function 7 Employee education, training and development
Developing a Strategy
HR strategy development systems : Step 1 Get the big picture
Step 2 Develop a mission statement
Step 3 Conduct a SWOT analysis
Step 4 Conduct a detailed human resource analysis
Step 5 Determine critical people issues
Step 6 Develop consequences and solutions
Step 7 Implementation and evaluatin of the action - plans
HRM diagnostic check list - COPS
Culture, organization, people and systems.
HR as a Strategic Partner
We are living in a time when a new economic paradigm - characterized by speed, innovation, short cycle times, quality and customer satisfaction – is highlighting the importance of intangible assets such as brand recognition, knowledge, innovation and particularly human capital .
The new Paradigm ccan mark the beginning of a golden age of HR.
The most potent action HR managers can take to ensure their strategic contribution is to develop a measurement system that showcases HR’ s impact on business performance.
With a properly developed HR architecture HR’s strategic potential hinges on the central role of intangible assets and intellectual capital in today’s economy.
HR’s Strategic Architecture
HR Function HR System Employee Behavior