Tuesday, May 8, 2012

Introduction – Human Resources (HR)


From the analysis of HR functions of last three centuries, it is seen that the 19th century was totally bogged down with the functions mostly related to the personnel & administration like keeping attendance of the employees, making payment of wages, etc., and in some organizations, imparting training to them. But, during the 20th century, top management feels that people must propel the right spirit and be considered as an asset for the organization. They recognize the importance of devising a full fledged HR Department, and to set up norms with regard to peoples’ recruitment, analyze their behavioural patterns, conducting welfare activities, assessment of strengths and weaknesses, and accordingly, plan training programmes for them so that they are all developed to the extent possible and contribute to the growth of the organization.



Further, a distinctive identification between HR Management and HR Department has surfaced in the mid of 20th century. In fact, HR Management is a function whereas HR Department is a profession.


During this period, HR Management has taken place in a big way in many organizations, but the people mostly extend lip services. Only at the later part of the 20th century, the top management of various organizations realize the utmost importance of HR Management. They inculcate the following activities, instruct their HR personnel to focus on these activities and integrate HR function as a part of a composite decision making process:-


a) Various aspects to search new ways of working. For example, for HR function, to conduct telephonic interviews of shortlisted candidates before calling them for personal interviews. This method allows HR personnel to choose a right flower for a right vase.


b) Redefine the role of frontline business managers to promote changes.


c) To bring the conceptual changes in the organization so that each business manager shares the responsibilities of managing the respective cost centers. For example, the production manager is inducing his team members to produce quality goods in time to comply with the request of his Marketing Dept. The ultimate motto is to enhance customer satisfaction level. HR plays a prominent role in bringing this cultural change.


d) To treat the workers as individuals as against a part of a collective force. HR Department adapts all round approach to hear grievances of workmen, to solve their problems amicably, to ensure their welfare and also provide a personal touch, wherever possible. The employees are treated as vital assets by HR Dept. In fact, most of the world’s giant organizations run their business on this theory.


e) To encourage the workers to participate in all aspects of operation. To involve them in crucial decision making process so as to make them feel their importance in the organization. They are trained to be considered as partners rather than being treated as opponents. The qualitative approach gets established “both of us” and not as “I and You”. HR people are to teach and preach this ideology to each worker to intensify growth of the organization and its stakeholders.


21st century is completely following the same HR pattern which was prevailed in the last decade of previous century. Only the difference is the change in the speed of communication on account of advent of electronic media. Multinational and transnational organizations now dominate the market and consider the pattern of human resources as an asset management tool. The employees are recognized for their worth to provide diligence, knowledge, wisdom, expertise so as to bring transformation in the organization. With the help of their various functional attributes, the organizations progress. As per my behavioural research of manpower, the 21st century’s HR Management must serve as a custodian to ensure People Process Reengineering so that people become loyal to their organizations. People Process Reengineering (PPR) which would be the magic wind of 21st century can convert a small business to a mid sized organization and a mid sized organization to a conglomerate through its continuous application. A strategic implication of PPR with a concept of people management and nurturing of the same brings tangible benefits which are beyond anybody’s imagination and expectations.

So, in nutshell the 21st century’s HR Management must fulfill the following objectives:-


i) HR’s integration with all functions of management. It must be the focal point of all growth oriented activities.

ii) Continuous development of people. There should not be any timeframe or resource crunch.

iii) Working environment must be lean and maximum consisting of a two-tier system

iv) Emphasize on informal discussions among team members as against formal meetings with no outcome.

v) Development of a culture of integrity and mutual give and take respect system among the employees

vi) Maximum concentration on People Process Reengineering.

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