Human Resource Management: Role and Functions | Management
Human Resource Management: Role and
Functions | Management
Emerging Issues in Human Resource Management:
Due to the regularly evolving social-monetary innovation and political conditions, future HR or work
force administrators must face numerous challenges in the administration of work.Today's
human resources manager can feel himself obsolete due to the changes in the environment,
if he is coming to today's industries and businesses. Know detail Human resources join cbitss
Cbitss Provide best HR Training in chandigarh
force administrators must face numerous challenges in the administration of work.Today's
human resources manager can feel himself obsolete due to the changes in the environment,
if he is coming to today's industries and businesses. Know detail Human resources join cbitss
Cbitss Provide best HR Training in chandigarh
Updates itself to some of the key challenges:
(i) Increasing Size of Workforce
(ii) Increase in education level
(iii) Technology Advances
(iv) Changes in Political Environment
(v) Increasing Aspirations of Employees
(vi) Changing Psychological System
(vii) Computerized Information System
(viii) Mobility of Professional Personnel
(ix) Changes in Legal Environment
(x) Management of Human Resources:
Despite many attempts made by the government on industrial relations, there is not much
improvement. Although many reasons are liable for industrial orientation, but multi unions are an
extremely important reason for industrial groups with different political ideologies.
improvement. Although many reasons are liable for industrial orientation, but multi unions are an
extremely important reason for industrial groups with different political ideologies.
In the current circumstances, it seems that the inter-union struggle will come in large numbers in the
coming years and more problems may arise in front of industries. Management of human relations
in the future will be far more complex than it is today.
coming years and more problems may arise in front of industries. Management of human relations
in the future will be far more complex than it is today.
"It will be more difficult to motivate many new generations of employees than their predecessors.
This will be due to the changes in the price mechanism along with increasing education levels.
Low trends will be normal for extreme repression and authority in relation to large organizations.
The acceptance of the rules is hardly possible. "
This will be due to the changes in the price mechanism along with increasing education levels.
Low trends will be normal for extreme repression and authority in relation to large organizations.
The acceptance of the rules is hardly possible. "
New labor force will include good, educated and self-enlightened workers. They will demand more
dimensions and greater participation in self-satisfaction. At the same time, the ratio of professional
and technical staff will increase in total labor force.
dimensions and greater participation in self-satisfaction. At the same time, the ratio of professional
and technical staff will increase in total labor force.
Women's solidarity on administrative positions will be a problem in itself. For most workers, monetary
motivation will not be the only power. Non-financial motivations will also play an important role in
motivating labor force. In essence, human resources will be seen as assets which will be seen in the
future of business organizations.
motivation will not be the only power. Non-financial motivations will also play an important role in
motivating labor force. In essence, human resources will be seen as assets which will be seen in the
future of business organizations.
New Role of Human Resource Management:
In the nineties, human resources management went through a period of widespread revolution that
questioned accepted practices and re-invented organizations and structures. Many traditional
behaviors have been circumvented. For example, it can be seen that order arrangements are ending
and Flatter Organisation is being given more importance.
questioned accepted practices and re-invented organizations and structures. Many traditional
behaviors have been circumvented. For example, it can be seen that order arrangements are ending
and Flatter Organisation is being given more importance.
This means that the specifications and tactics are coming out. Besides, the criteria for work and
achievement criteria and scales are also being upgraded. For example, 20 percent of Chrysler Plant
workers in the US are graduates.
achievement criteria and scales are also being upgraded. For example, 20 percent of Chrysler Plant
workers in the US are graduates.
Similarly, in the same plant today, 50 workers per month are being managed as compared to 20
workers per 20 years ago. The number can increase to 100 in the future. It appears to be the new
role of Empowerment.
workers per 20 years ago. The number can increase to 100 in the future. It appears to be the new
role of Empowerment.
In the words of John Payne- "Delegation is being prepared to rely on people to work and to get
results without interruption. It's easier said than done. Such managers who do the work of extradition
for them are those who have scared. They do not do the extradition and then worry that the work will
not be done smoothly and they will be charged or the way out will be shown.
results without interruption. It's easier said than done. Such managers who do the work of extradition
for them are those who have scared. They do not do the extradition and then worry that the work will
not be done smoothly and they will be charged or the way out will be shown.
.
Stuart Crainer has explained the new role of human resource management as follows:
(A) Facilitator of Change,
(B) An Integrated Approach to Management for Management,
(C) An intermediary (A mediator).
The changes which are being brought about by improving the result and reducing costs include the
greater commitment towards the organization towards the development of the people.
greater commitment towards the organization towards the development of the people.
Consequently, the length of the period, which was traditionally longer, was now limited, the future has
become less definite, the administrative opportunities have been set up automatically and the
motivational elements are more related to the company than to increase future joblessness rather than
the freedom of the company. And as well as increasing pay, the returns are increasing.
become less definite, the administrative opportunities have been set up automatically and the
motivational elements are more related to the company than to increase future joblessness rather than
the freedom of the company. And as well as increasing pay, the returns are increasing.
As introduced by P-A Consulting Group, future creative creditors would expect more containment
towards Career Development.
towards Career Development.
(1) Participation of employees with strategic partner organizations (customers or suppliers) in place
of internal visits.
of internal visits.
(2) Employees can go elsewhere to encourage independence for career development, perhaps in
return for a few years.
return for a few years.
(3) Funds and employees of the organization, like suppliers, should be established outside the
organization.
organization.
(4) Encourage employees to think that they are in a business of the organization like customers and
are in various departments.
are in various departments.
(5) Encourage employees to develop clients outside the organization.
(6) To help them develop their self-marketing, networking and consultative skills to create new
opportunities for both themselves and for the organization, in order to create new opportunities or to
identify them.
opportunities for both themselves and for the organization, in order to create new opportunities or to
identify them.
(7) Identifying skilled workers of other organizations can then contribute part-time or temporarily.
(8) In order to promote inventions, regular contact with newcomers and new ideas.
(9) In order to promote open competition, contribute to external equality at all levels, unlike internal
promotion.
promotion.
(10) Developing more interactive teamwork for self-development.
(11) To eradicate the culture of evaluating post-positions in the form of future objectives in favor of a
future performance as a series of relatively big projects, accruals and new skills learned.
future performance as a series of relatively big projects, accruals and new skills learned.
(12) Depending on the basis of internal customer satisfaction surveys, abandoning the declining
declaration in favor of self-assessment.
declaration in favor of self-assessment.
(13) Replacing the declining processes through self-assessment techniques and measuring the result
as a result.
as a result.
It is clear that HRM is developing rapidly in the process of achieving the strategy goals of an
organization through improving human resource use. In the future HRM will include more creation in
ganizations.
organization through improving human resource use. In the future HRM will include more creation in
ganizations.
Understanding the organizations will become elastic and the capacities and efficiencies of individuals
in each organization are changing and growing. Therefore, HRM experts have to enrich these inputs towards organizational efficacy.
in each organization are changing and growing. Therefore, HRM experts have to enrich these inputs towards organizational efficacy.
Tomorrow, human resource managers will have to face many challenges, which will provide their
multifaceted talents and areas for development. The nature of the personnel work seems obscure and
confusing. Personnel managers will have to work in high and known level activities.
multifaceted talents and areas for development. The nature of the personnel work seems obscure and
confusing. Personnel managers will have to work in high and known level activities.
Although the Sevvayya Seva is an indistinguishable feature, it is the basis of all administrative work.
Ultimately, they must maintain a balance between the aspects of the persons who should be seen by
linear managers and should be handled by the staff experts.
Ultimately, they must maintain a balance between the aspects of the persons who should be seen by
linear managers and should be handled by the staff experts.
Continuous changing technology and rapid pace of growth in the economy will demand greater
contribution from the personnel management. It would expect the administration of many changes in
the organizational structure and in technology.
contribution from the personnel management. It would expect the administration of many changes in
the organizational structure and in technology.
In administering these changes, personnel management will have to play an important role by
preparing human resources for such changes in a smooth manner, as well as the objective of
organizational objectives and the progress and development of individuals.
preparing human resources for such changes in a smooth manner, as well as the objective of
organizational objectives and the progress and development of individuals.
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