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Companies with the best people management deliver nearly twice as much value to shareholders as their average competitors - Watson Wyatt Consultants
What is HRM ?
Human resource management is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives. The human resource management traditional approach focuses on personnel functions such as recruitment, performance appraisals, payroll administration, and the like, with some employee-centric development initiatives such as training and development interventions, motivation initiatives
Workers have much autonomy and deviating from the written policy and procedure attract disciplinary action, with discretion remaining an exclusive prerogative of management. The trade union dominates collective bargaining settlements define pay scales, and seniority decides promotion opportunities.
Control Activities A major activity of a traditional human resource management approach is monitoring and supervision of the workforce to ensure compliance to the established rules, procedures, guidelines, and contracts.
Traditional human resource management remains a staff function, and the exclusive responsibility of the human resource department
HRM was considered as mainly a cost to the organization rather than any value adding function.
Open Management:
Employees dont like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy can be practiced using several tools.
SPECIFICALLY
HR must focus on business level outcomes rather than HR level inputs HR must become a strategic core competency rather than a market follower. Strategic competencies are more important than functional competencies. The most important missing element in HR functional expertise is a systems perspective.
Why HPWS ?
High Performance Work Systems adopted by HR functions across organizations as a means to contribute to the strategic goals of the organization . Is specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment, and flexibility. Systems composed of many interrelated parts that complement one another to reach the goals of an organization, large or small. Success of an HPWS lies in its inimitable nature which becomes a source of major competitive advantage.
Elements of HPWS
Principle of Shared Information Creation of culture of information sharing amongst employees as well as higher level executives , both ways . Requires a shift from traditional mentality of central command and control. Principle of Knowledge Development Requires people who are multi skilled and are also able to learn real time and solve problems using new approaches . Principle of Performance-Reward Linkage Helps in aligning employee and organizational goals. When rewards are connected to performance, employees will pursue outcomes that are mutually beneficial to themselves and the organization. Principle of Egalitarianism Egalitarian work environments eliminate status and power differences and, in the process, increase collaboration and teamwork. When this happens, productivity can improve if people who once worked in isolation from (or opposition to) one another begin to work together.
Accounting of HRM
Unlike conventional assets human resource can not be seen in the balance sheet of the firm. It is the present value of future cash inflow of the firm. There is no scientific method to measure this intangible assets of the firm.
BENEFITS OF HR SYSTEM
Recruitment and Training
Major responsibilities of the human resource team. HR managers come up with plans and strategies for hiring the right kind of people And if any missing skill is required - a training program is designed. These help in increasing the revenue for the company
BENEFITS OF HR SYSTEM
Performance Appraisals
HR encourages the people, to work according to their potential Gives them suggestions that can help them to bring about improvement When taken on a regular basis, motivate the employees --> Results in improved performance for the employee and the employer
BENEFITS OF HR SYSTEM
Maintaining good Work Atmosphere
Vital aspect of HR, because this effects the individual work atmosphere or work culture Good working condition will help bring out the best in an employee ---> Job Satisfaction --> Increase in the output of an individual
Managing Disputes
In an organization, there are several issues on which disputes may arise between the employees and the employers. The human resource department acts as a consultant and mediator to sort out those issues in an effective manner
BENEFITS OF HR SYSTEM
Developing Public Relations
Organize business meetings, seminars and various official gatherings on behalf of the company in order to build up relationships HR department plays an active role in preparing the business and marketing plans for the organization Good Public Relations improve the chance to attract new talent, new investors and improve relationship with the existing employees and investors
HR as a Value to Shareholders