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achievement of the strategic objectives of the organization. Assuming that the employees of an organization are individuals with own mental maps and perceptions, own goals and own personalities and as such they cannot be perceived as a whole, HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals.
Importance of Human Resource Management in Organization?
HRM is very important in organization especially in public sector organization. There are many issues arise in the public sector organizations which need to resolve and HR
managers are the person who resolve these problems. In universities, there is all kind of people from President to security guard who should be managed properly by some one.
The Foremost and prime HR function in any organization is recruiting the right person and then getting required quality and quantity of work in line with organizational goals which uses various tools and techniques for motivation, appraisal, training, cross cultural management, emerging issues in personnel laws like, sexual harassment etc. One of the main reason for rise in corruption and selfishness pursuit by public sector employees is jealousy towards unusually high
wage rates in so called hi-fi and MNC organizations around the globe, particularly in countries like Pakistan that are having poor quality of Public Administration, public awareness and legal systems. With the help of HRM, loyalty can be developed and maintained in employees. Another challenge facing Organizations is to handle legal pressures relating to employee related laws of new types like gender bias, racial or caste bias in employment, sexual harassment, ethical issues Necessary expansion/contraction of work force. Training needed to utilize new technology Costs for hiring, training. Initiatives Control
Job design Accountability Staff Specialists Employee Relations Bureaucratic-roles, policies, procedures Tight division of labour Training and developing people Managing employee performance Managing conflict in the workplace
Role of HR department
HR department with the right skills can contribute to a Six Sigma initiative at both strategic and tactical levels. This article describes the areas in which HR should play a role in Six Sigma and discusses how HR professionals can increase their chances of
being included in Six Sigma decision-making and implementation.To appreciate the important role HR has in Six Sigma, it is important to begin this discussion by having an understanding of what Six Sigma is, all the roles played by others in a Six Sigma implementation, and the factors critical to a successful implementation.
The role of HR has changed greatly since medieval times when the major motivational factors were basic human necessities and the role of HR was to arrange for these in proportion to the work done. Today s company should consist of fast, flexible and dynamic teams of enthusiastic, motivated, creative and fully self expressed people. Human resource will have to play a substantial role in the business. In order to perform this role HR professionals should have: Thorough Knowledge of business as well as of Human resource functions, the ability to lead any change process, innovation, problem solving , the leadership ability to influence the organization, etc. There is a paradigm shift to align people to the business and so today there is a demand to have HR professionals as business partners. There are 4 basic roles as HR professionals. One as an administrator, two as an agent of change, three as a employee champion (as opposed to employer champion)and four as a business partner. Since there are different sets of people who have different expectations, there have to be newer roles and newer competencies of Human Resources.
The main goals / responsibilities of HRM are: o To retain low employee turnover rate by inspiring people to work for the company o To attract new employees o To contribute to employee development
To achieve these goals, Human Resources Management trains and motivates the employees by communicating ethical policies and socially responsible behaviour to them. In doing so, it plays a significant role in clarifying the organization's problems and providing solutions, while making employees working more efficiently. On the other hand, challenges do not cease for the HRM. Modern organizations can survive in the dynamic, competitive environment of today only if they capitalize on the full potential of each employee. Unfortunately, many companies have not understood the importance of the human capital in successful operations. The recruitment and selection of the best employees is a very difficult obligation. Even companies that are voted in the top-ten places to work at, often endure long periods of hard work to realize that human element is all an organization should care about. New challenges arise even now for the organization, and it is certain that new challenges will never cease to emerge. Therefore, the use of proper Human Resources techniques is a really powerful way for organizations to overcome these challenges, and to improve not only their quantitative goals but also their organizational culture, and their qualitative, cognitive aspects.
A broad definition of diversity ranges from personality and work style to all of the visible dimensions such as race, age, ethnicity or gender, to secondary influences such as religion, socioeconomics and education, to work diversities such as management and union, functional level and classification or proximity/distance to headquarters Conclusion The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customercentered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development.At present, there are automated Human Resource Management Systems (HRMS) as well as benefits management systems that assist employees in managing their facilities and incentives. Because of this aspect, the role of HR is changing.A growing trend in modern day HR practice is the need to integrate Decision Support Management Systems (DSM). Just as an organisation s business and financial development is augmented with the use of sophisticated analytical tools, HR decisions today are supplemented using DSM programmes. HR decisions need to be
focused towards the common goal of supporting business decisions. HR managers therefore have to administer systems to foster effective decision-making abilities in individuals. The ultimate goal is to produce a leader for tomorrow. While making a decision, the quality of the decision itself is very important. To permit DSM, the HR manager should identify vital indicators of success within himself, the employees and the company. The indicators act as a framework to facilitate the decision- making process.The quality of the decisions also depends on identifying appropriate outcome measures in all aspects of decision-making. The outcome should be long-term and not short-term. HR is about administering the system to get an outcome and not ensuring that a system is in place, but still does not provide the necessary outcome.
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