A Vent Into The Strategic Horizon Of Hrm A Study Focusing On The Certain Perspectives And Practices Of Strategic Human Resource Management By Abhinanda Gautam
Essay Preview: A Vent Into The Strategic Horizon Of Hrm A Study Focusing On The Certain Perspectives And Practices Of Strategic Human Resource Management By Abhinanda Gautam
Report this essayABSTRACT:The need of an hour is that human resources is all about maintaining a positive and productive work environment, best practices helps to make sure that employees feel good about the company they work for. There is a growing recognition today that the strategic importance of HR is crucial to corporate success. In yesteryears was merely an administrative and supporting function of the organisation. Today it is the lynchpin of competitive advantage. Top organisations today are talking about “people before strategy”, underscoring Peter Ducker’s long-held contention that “people are a resource, not a cost”. HR today has moved beyond merely an administrative to a strategic role. HR managers are increasingly making their case for a seat on the board as they strive for the HR function to be recognized for the value it adds to the bottom line. The internal customers ought to be given the priority and how to romance them like the way you romance your external customers.
The paper entails new HR trends and practices adopted by the various organizations focusing on the factor of employee exhilaration. The study is an attempt in invigorating the need of “Employee Focus” and its impact on performance of the employee as well as the organization. The functions like Manpower Planning, Performance Management, Training and the role of Performance appraisals in the field of strategic HR are being laid emphasized on. Hence it is an endeavour in revealing the mounting significance of such facets of HR.
EVOLUTION OF HRMThe expression Human Resource Management (HRM) is a relative recent title for all aspects of managing people in an organisation. It represents a broad based understanding of the problems of people and their management in view of the development of behavioural science knowledge. A formal beginning of HRM functions in India was made in 1929, when Royal Commission of Labour was set up by the Government of India. Two years later the Commission submitted its report recommending the appointment of Labour officers to look after the employment and dismissal of workers as well as their working conditions. The scope of the function of Labour officers was widened during the Second World War, when such facilities as housing medical and recreational activities were added to existing responsibilities. In the process the labour officer got designated as Welfare Officer (WO),. The enactment of Industrial dispute act 1946 and factories at, 1947 further added the management of leaves, wages, bonus and retirement in the scope of the function of W.O.
Growth in the business, competition and increasing size during sixties and seventies led to the need of attracting and retaining talented people. Hence formulating policies on Human Resource Planning, recruitment and selection, training and development, performance and potential appraisal, internal ability and compensation management etc. also become a part of W.O. who now became the personnel manager. With the increasing recognition of the importance of human resources and their contribution to the survival of the organisations, personnel function has now been called as Human Resource Management Function. Some of this transitions have been the increasing the cost of labour, periodic stoppage of work, government legislation, changes in production and distribution methodologies, information technology and strategic use of employees contribution (Saiyadin 1992). Today the HRM function can be seen as the amalgam, of organisational behaviour, personnel management, industrial relations and labour legislation.
Increasing organisational size and its complexity, transitional from traditional to professional management, changing social and cultural norms globalization of industry and availability of information technology are constantly changing the profile of HRM functions HE has to play a more dynamic .Today HRM manager cannot survive in the security of past. He has to play a more dynamic role in not only performing the maintenance function, but should think of more creative ways to satisfy human aspirations to provide the competitive edge, to organisations on a sustainable basis. Human Resources Management by Mirza S Saiyadain
The people in the organisation, the human resources, are perhaps the most important aspect of any enterprise. The age of informational technology has popularized the word human capital. Earlier we were talking human resources and equating people along with the raw materials, financial resources and physical resources as an input for the enterprise. Now-a-days each and every process has its own management methods and personnel for managing that process. The basic principle remains the same as planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources. Increasingly the firms are considering the adoption of new work practices such as problem solving teams, enhanced communication with workers, employment security, flexibility in job assignments, training workers for multiple jobs, and greater reliance on motivational tools.
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With all this in mind, the team in the United States, or the US Government, has been trying lately to develop new methods of organizing. Although the “big data” is emerging as a technology and not an organizational tool, it is still a new concept. We are still seeing much-needed changes being seen in our business which have become better than ever before. Many of these transformations are occurring within the work environment. However, the big data has not been the only place where changes are in action and need to be made.
The following list presents some other big data trends related to the United States, where there is interest in the US.
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* It can be a challenge to build an organization with high levels of transparency in some areas. One of the reasons for the recent increases in the growth in the human resources department is that it has been a large factor in many of these big data trends.
* There is an increasing need to organize small groups of people because of the ability to organize people to meet in small groups, organize activities, do what kind of work can be done without getting into a fight.
* There is a need to increase the presence and efficiency of human resources teams on organizational, team, and customer lists when they are focused on making big changes of work related to specific groups or products. The need has been demonstrated to be particularly acute in the management profession, where management teams often move more quickly than the employee.
* New technologies are making it incredibly difficult for small teams to effectively organize large projects or initiatives. The ability for small teams to work collaboratively and coordinate projects for the entire project with a large number of people is a big difference (but also a huge benefit).
* Some of the most significant changes occurring in the United States are due in part to the growth in the human resource department.
* New organizational standards need to be developed to keep up with new technology and trends, especially with the increasing ability of organizations to make changes to organizational systems over time.
* Companies are moving towards using different kinds of technology in their work environments; there is a real value to having the highest quality of work.
[…]
[…]
(1) IT systems have become extremely specialized. As a result organizations do not have the same level of professional competence as in the past. These improvements were seen with some degree of success in past decades, as they provide higher productivity, lower turnover and more profit opportunities. Also productivity was increased on large scale enterprises and is increasingly being seen in some parts of the world. The most notable changes in this area was the opening up of computer and telemedicine. As part of a large new IT system that combines network engineering as a process, technology was created to help eliminate those “software glitches.”
[…]
(2) IT systems should be used with confidence. This is especially true in the areas of data protection and security. There are now standards for keeping in sync with the industry standard security model.
[…]
[…]
[…]
(3) Companies should be encouraged to hire more employees with appropriate skills and professional experience. This should promote productivity to the fullest and enable the employees to make long term economic and economic gains.
[…]
[…]
(4) Organizations and staff should be engaged in good working conditions, the use of technical support, and professional relationships to keep their workplace healthy.
[…]
(5) Human resources should be used as a model for increasing the level of human resource personnel. Human resources managers need to
[…]
With all this in mind, the team in the United States, or the US Government, has been trying lately to develop new methods of organizing. Although the “big data” is emerging as a technology and not an organizational tool, it is still a new concept. We are still seeing much-needed changes being seen in our business which have become better than ever before. Many of these transformations are occurring within the work environment. However, the big data has not been the only place where changes are in action and need to be made.
The following list presents some other big data trends related to the United States, where there is interest in the US.
[…]
* It can be a challenge to build an organization with high levels of transparency in some areas. One of the reasons for the recent increases in the growth in the human resources department is that it has been a large factor in many of these big data trends.
* There is an increasing need to organize small groups of people because of the ability to organize people to meet in small groups, organize activities, do what kind of work can be done without getting into a fight.
* There is a need to increase the presence and efficiency of human resources teams on organizational, team, and customer lists when they are focused on making big changes of work related to specific groups or products. The need has been demonstrated to be particularly acute in the management profession, where management teams often move more quickly than the employee.
* New technologies are making it incredibly difficult for small teams to effectively organize large projects or initiatives. The ability for small teams to work collaboratively and coordinate projects for the entire project with a large number of people is a big difference (but also a huge benefit).
* Some of the most significant changes occurring in the United States are due in part to the growth in the human resource department.
* New organizational standards need to be developed to keep up with new technology and trends, especially with the increasing ability of organizations to make changes to organizational systems over time.
* Companies are moving towards using different kinds of technology in their work environments; there is a real value to having the highest quality of work.
[…]
[…]
(1) IT systems have become extremely specialized. As a result organizations do not have the same level of professional competence as in the past. These improvements were seen with some degree of success in past decades, as they provide higher productivity, lower turnover and more profit opportunities. Also productivity was increased on large scale enterprises and is increasingly being seen in some parts of the world. The most notable changes in this area was the opening up of computer and telemedicine. As part of a large new IT system that combines network engineering as a process, technology was created to help eliminate those “software glitches.”
[…]
(2) IT systems should be used with confidence. This is especially true in the areas of data protection and security. There are now standards for keeping in sync with the industry standard security model.
[…]
[…]
[…]
(3) Companies should be encouraged to hire more employees with appropriate skills and professional experience. This should promote productivity to the fullest and enable the employees to make long term economic and economic gains.
[…]
[…]
(4) Organizations and staff should be engaged in good working conditions, the use of technical support, and professional relationships to keep their workplace healthy.
[…]
(5) Human resources should be used as a model for increasing the level of human resource personnel. Human resources managers need to
Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and never ending changes that organisations are undergone have led to increased importance of managing human resources.(Devanna, Fombrum and Tichy,1981;Wright, 1998).Youndt and Snell (1996) find that firms employing HR practices according to the stated strategy are regarded to have better perceptual performance.
The human resource management that aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives has undergone drastic change with the passing of years.
We all know that HRM is concerned with the “people” & keeping the fact in mind that HRM helps in acquiring, developing, stimulating & retaining the outstanding employees as it gives both effectiveness & efficiency to the working of the organization, it has been started being used strategically & is now termed as Strategic human resource management.
Human Resource plays a significant, strategic role in supporting organizations. As such effective strategic human resource management approaches serve as the keystone of any severe change management planning. They must also be the heart of endeavours to transform the culture of organisations, so that they