Modern Management Theory: Human Relations
Human Resource Management [1] human resources. It is about influence employee motivation, behavior and performance. In addition to tracking payroll hours and processing benefit forms, HRM has a lot to do with attracting and maintaining a high performing workf the 18th century in Europe from a simple idea by Robert Owen and Charles Babbage during the industrial revolution. They knew that employees were the key to organizational success, and expressed that their we field HR emerged later in the 20 Maslow, Lewin, Weber, Herzberg and McClelland formed the basis for studies in industrial and organizational psychology, organizational behaviour and behavioural theory.
The first responsibility of the HR department is to analyze and design the jobs within an organization. In order for firms to produce and offer services, they must first specify which employees are going to perform what tas analysis: it is the process of getting detailed information about jobs within an organization. For example, what tasks, duties, and responsibilities should be performed. The job description refers to the skills and abilities needed to perform the job effectively. One thing that must be checked regularly is the effectiveness of our recruiting, training, and performance appraisals dependent upon the job analysis. In addition to obtaining data related to the different jobs in an organization, HR will also engage in job design. Job design involves actually defining the manner in which work should be performed and ultimately the tasks required for each job.
HR Planning refers to evaluating both the existing labor supply, both internal and external, and comparing that to the demand for labor. HR can make recommendations associated with staffing and also downsizing in the event that supply exceeds the demand for labor. If demands exceed supply HR can then help the organization attract workers who are qualified to meet the demands of the job. This commonly takes the form of recruitment and selection. Recruitment involves attracting qualified people to apply for openings. If HR has done a good job defining the proper job description, they should have an easier time selecting the appropriate medium to communicate with applicants. Once they have received enough applicants, HR must determine which applicants have the knowledge, skills, abilities, and other characteristics necessary to perform the job. Test and interviews follow to find the right match.
The next important function of human resources is training and development. Workers come in with a certain degree of knowledge and skills, but they may lack an understanding of how to operate software or certain procedures within the organization. HR also manages a role in measuring performance. It’s important to get a solid understanding of how well employees are doing their jobs. Job performance must be measured, and feedback must be provided to workers in areas that are important to organizational performance. The next area under HRM is compensation and benefits, which involves developing the pay practices and other perks that employees receive in exchange for being employees. It is clear that applicants are drawn to employers who provide better and generous benefits and packages.
The last responsibility of HR is to handle layoffs. This could be due to performance issues, economic slowdowns, retirement or simply the employee leaving for another firm. Separation must be done smoothly, and according to local, state and federal laws. Finally, HR should provide the company with a competitive advantage. If a firm can attract the most qualified applicants through a combination of pay and benefits, identify them in the selection process, and provide them the training and development needed so they can excel, this company would have advantage against other firms that don’t.
As pretty as it sounds, I have never really seen HR theory into practice. As a matter of fact , I have no idea what HR really does. As mentioned here, they should identify the best candidates and protect them. It is clear that management will not want the best players to succeed, since they will overshadow them. They will probably try all sort of dirty tricks to shoot them down. HR should be there to guarantee an environment for the development of potential future leaders, paving the way for them. They should also focus on getting the best possible candidates. Positions in corporations seem to be handled out based on recommendations and contacts, creating networks of corruption. In time, this translates into inefficiency and mismanagement. The very grounds of the corporations are destabilized by disruptive innovations that never happen inside big corporations but outside of them. Slow, heavy and monstrous, corporations fail to respond in time. By securing the best candidates and the most brilliant people, corporations will ensure their own existence and that of their leaders. But remember that to be promoted to a top position you have to belong to the “club” of top directives. That club usually does not want the brightest, most brilliant people since they will probably be overshadowed. Rotation is important as well. The structure should be so that the best candidates are pushed rapidly towards the top of the organization, whereas the mediocre are either frozen or left aside. HR should be cold and analytical about who are the best, most committed employees. This will surely not be those that are reflected in the formal evaluations, which are biased by relationships and can never be objective. Changing departments could be important as well to assure the survival of the best candidates, but there must be assurance as well that the bosses don’t know each other, or are not part of the same political group. In the long term, political parties are formed inside organizations eroding any sort of real objective evaluation. Yes, it is all politics. Such is so that Paolo Rocca [2], Italian magnate, CEO and owner of Techint Group, studied political sciences knowing that he would eventually inherit the family empire. This seems like a good choice, since when they reach a certain size Corporations seem to be more about politics than business.
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