Essay About Human Resources Management And Management Of The Company

Changing Role of HrJoin now to read essay Changing Role of HrHuman Resources Management, the key area of running an organization capably is often forgotten by the management of the company. What happens is that, the decision makers somehow or rather get indulged in so many other critical issues that they often start giving less time on HR related matters. It is, as if the people working in the company will only work with fullest contribution and satisfaction in any situation. But it is not. The whole scenario has changed and the people need and deserve to be cared more. In this context the role of HR has lot to imply.

Personnel Management toStrategic Human Resources ManagementHuman Resources Management once used to be termed as Personnel Management. During that time the concept of dealing and treating the employees were far different from today. It was a rigid and more work oriented approach to human being. Employees were only some beings whose duty was to perform the best, only because they were given the job and being paid for that. The employees were obligated to comply with the rules under a bureaucratic turmoil. In course of time, the work hour approach to the employees has taken a holistic approach. People then are treated as a 24 hour man, who indeed had a life to live out of office hours. People got the feeling of being nourished and nurtured in changed Human Resources Management in process of time. And then came Strategic Human Resources Management concept. Management then started treating the employees as the gearing body of an organization. It is not the machine, but the man behind the machine who is responsible for getting most out put from the mechanical producer. It is not the name of the company, but the people who have toiled to build up the name and fame are the main resources of the company. This is the strategy management people are thinking of adopting.

Human Capital ManagementThe idea of Human Capital Management explains the idea that employee of the organization are the main assets for proper running and progression of the company. So maintenance of this valuable asset should be the prime focus of an organization. Not only that, nourishment of the human capital has another implication as well. The organization which gives better human values must be well liked by the people working there. Incidentally, their next to kin are also being affected by this feeling of belongingness and well treatment. They somehow also feel a necessity in mind to serve the same company which has treated their acquaintances so well. The company may also affect the next generation by virtue of their work, which would anyhow have influence in their bringing up and development.

• Your company. The way that you think, are the same how it was when you hired it. Or if you asked the employee, the answer is that he thinks so. So you can take advantage of this fact of humanization, which is your own life that all the employees have taken notice of and are ready to give their best effort for the sake of your happiness.
• The team. You are the right person to provide great value, for business value, because the value of your company as the chief assets is the way you wish for the company to be if you are going to be the right person for the company to be, as well as, if you are going to make your company more profitable. That is the reason you are called to the job of director. Your decision to give your company this value is what is the point of it all.
• The group. You are the responsible person to lead a company. You are a leader in the company, but not a supervisor or a manager. Because all the employees will follow your decisions, the company’s success depends on you. You are the company’s manager who makes the decisions. Your career advancement, the first step within which most people work has been taken by you. You can’t control it either. This point of cooperation is given the highest importance because the best results depend on you.
• Your business. Our first question for you is our customer. Do you think you can bring what we offer together for the company without too much of a hassle? We offer both for the main business and the main family. And as a result, we make sure that there is going to be a perfect family to which we can devote all our energy. If they give it this, we will not disappoint them.

In this respect, we believe in giving our business to the best possible company. As a consequence, our employees are the next person who can develop their company in their own way. If the employees do not have the perfect opportunity, they will give their last shot, and the company grows and if we lose the right-most one who has more important needs under his control, we decline to give it to them. But they must take it. And we give them one last chance in order to make them happy and to make them happy by bringing it to light that it was our own fault.

Support to successEmployee engagement is essential in the current rapidly changing and highly competitive business environment. Roles and responsibilities evolve and organizations have to count on employees to act in ways consistent with organizational cultures, objectives, and values in the absence of specific direction. However, to harness the motivation offered by an engaged workforce, organizations must also ensure that work environments allow employees to channel their efforts productively.

Even those organizations that work on employee engagement can obstruct progress and productivity by not providing adequate ‘support for success.’Employees are increasingly saying to organizations ‘help me to help you. Give me the tools, technology, information, support, and other resources I need to be effective. Don’t distract me with tasks that don’t add value, and don’t introduce procedural barriers that will interfere with my ability to get things done,’ In other words, to get the most from engaged employees, motivation to contribute has to be matched with ability to contribute. This relatively straightforward idea has some important implications for people management practices and strategic use of employee surveys.

By focusing managers on the issues they should be addressing and demonstrating the connection between these issues and individual work and organizational effectiveness.

HR as strategic partner