Human Resource Management Regimes - Coursework Example

Human Resource Management Human resource management takes its basis from the humanity regimes. It means that the empathy and understanding of the needs and requirements of the workers is significant for the people at the helm of affairs within the said organization. Also it gives rise to the notion of understanding employee activities, undertakings and tactics on a consistent basis. HRM has come about as a feature within the modern day organization which has changed its face upside down. It has turned the tide in the favor of recruitment and selection policies, made aspects like performance management rewarding, focused more on incentives and bonuses, relied on the importance of having a proper hiring and firing regime and many other initiatives are also in line when one thinks of HRM in the truest sense. The single most basic aspect that HRM brings to the fore is its ability to make the employees and workers feel counted for their actions and they realize that their voice is also getting heard within the midst of any company, firm or entity so to speak. The origin of HRM thus emanates from the auspices of a single department taking care of all the management concerns. This would include finance people handling recruitment and selection duties as well as top management taking care of each other’s dealings and duties. What HRM has changed is to provide the employees a department for their own selves and now they know they could make themselves feel heard when it comes to drafting policies, amending proposals and strategies and changing the course of action as per the employee undertakings and similar avenues of employee scope is concerned. Thus the most basic definition of HRM is to devise means for getting to the employees in a direct manner – taking care of their concerns, rewarding them for their works, listening to their demands and getting work done out of them. The last aspect is all the more important because it suggests that since the HRM division and indeed the organization is doing its best to understand these workers, the workers and employees have a duty to give back what is needed from them towards the long term growth of the said organization as well. This will create a much needed two-way relationship between the relevant ranks as well as have a fair dealing when it comes to handling employees within the tenets of an organization. John Stredwick has looked at the aspect of having HRM within an organization for the company’s own benefit – and that too in the long run. The absence of such an entity could come back and haunt the regimes of the organization for all reasons that could be thought of. His view is that HRM has brought to fore the aspects related with employees and workers which were remarked to be unknown and trivial in the yesteryears. With the advent of age and time and more so with the changing organizational settings, having an HRM in place, according to John Stredwick is indeed the need of the time since not having the same within a company could be understood of leaving a huge gap when it comes to composing all the relevant parts necessary for the adequate functioning of the organization in one unit. HRM is indeed this very significant unit which needs to be given proper weight and its acceptance is this pertinent to the functioning of other departments present within the organization. It would not be wrong here to suggest that HRM is in fact the central working authority within the organization or the heart that receives and sends blood to the whole body – the organization in entirety. The quintessential aspect under realization here is that as to how this heart could work in a manner which will make the other body parts function to their maximum levels at all possible times and without any hiccups whatsoever. These questions need to be addressed to the critics who seem to be everywhere no matter how important the sheer existence and functioning of HRM would be within the present day organizational infrastructures. One must not doubt and question the integrity of the HRM units within the organizations since their absence leaves a void which could be visible by just about everyone – both inside and outside the organization. The duties of the HRM department are spread across a number of fields and avenues. The need is to realize that the HRM department does its best to carry out these tasks in a proactive manner since it demands a lot of time, patience and empathy to come on board with the feelings, sentiments, grievances and motivation levels of the employees and workers. Recruiting the right mix of people is the first and foremost task of any organization and this it needs to do with an eye to recognize talent and skill which comes to the interview table. Then again having interviews and the whole selection process could be marred with references from the top management and which need to be discarded off since the HRM unit has the responsibility to select and recruit the people who are deserving of the required posts. No favors at any cost should be entertained since this destroys the workplace culture and creates animosity amongst employees when they get recruited in such a manner. There is a lot of ‘excess baggage’ when it comes to these employees and they are always looked down upon with an eye of skepticism when it comes to delivery of tasks and work procedures. There must be a balance between the good and the bad in such a dictum and thus the need is to have a sound comprehension as to what exactly is the method behind selecting and hiring the right kind of individuals at the workplace. Providing equal opportunities is another aspect that comes under the auspices of the HRM which it has to take care of under strenuous guidelines. In fact it needs to establish such policies which order the compliance with the equality within the opportunities (both job wise and salary) and gender, race or age differences must not be entertained at any cost. Organizations which are ready to upgrade their HRM regimes are thus the ones who have found success in all relevant quarters of their business. With this necessary incorporation in terms of organizational strategy, they have been able to look at the ethical side of things as well since the moral grounds have been set in a proper manner and there are as such no apprehensions to state the least in the present times. A business can move from a position of stability to one of a complete unstable stance as it acquires different means of gathering the market and its driving factors that come along with it. The organization needs to change its position with the changing times otherwise it will disappear in the thick of things when it comes to competitors and more so the customers, for which it actually exists. It must bring about technological innovations so as to meet the ethical guidelines and best practices which are geared up to make it sound, look and eventually feel different from the rest of the lot and in the long run, have a selling proposition in it and in its products that help it in winning the customers time and time again. The work culture within the employees can be developed in a manner which suits the interests of the organization in the best form possible. For this to happen, it is necessary to understand that HRM department has got an immense role to play in the related equation. We must understand that we live in a global world where HRM has of late been instrumental at dramatically changing the way we perceive the way in which people think, act and feel on the job. The basic dogma on which the dot com companies work is to reach out to the greatest amount of people and make those people as their clients within a short duration of time. This would be on the expense of not being at concern related with the loss in the stock prices. The culture which was adopted by these companies was of get large or get lost in the whole frame of things. Only the technological basis makes the very same possible and a work culture of this regime is necessary to put things into perspective. As far as the HRM function in the company’s cultural regimes is concerned, we see that in the present era the business world needs to have a lot of improvement within its ranks if it adopts the policy of working towards the establishment of a performance management system. This would guarantee them a lot of success as their employees and workers would dedicate their whole hearted efforts towards the well being of the company as well as towards their own individual capacities. Once these performance management systems are installed and in place, we can have a proper check and balance mechanism as concerns to the people who are working in the company. Performance management systems make use of the fact that performance is increased on the part of all concerned and there is no shortfall as concerns to commitment, dedication and devotion when at work. What this performance management system does is to ensure that the right people get the bonuses, incentives and so on as well as point out the ones who have fallen short on the company’s expectations over a period of time. This would help in giving them rewards and incentives which will eventually make one and all happy at the end. Also this will continue their desire to achieve more and more within a specified period of time and thus come into the good books of the company. In return, they can be given all these rewards so that they could be encouraged in line with their work attitudes. Moreover, the people who lag behind with regards to their work schedules and dedication levels will stand up and take notice and thus would want to be counted as the effective and efficient ones within the company as well. The role of organizations in the maintenance of these systems is also very paramount. One of the most essential training programs within the HRM unit is to make sure that all the employees learn to make use of the Information Technology tools and methodologies that are in line with the present day regimes. This would guarantee them success right away since they would all be on the same level as far as understanding of the IT world is concerned. Then they must be trained about the different sales force mechanisms like Sales Force Automation (SFA) methodologies and the like. When we speak of the management training needs, we must make sure that they are being taught about the different software which keep a close look on the performance measurement aspects of the different employees and workers and this could include a number of different software as and when one goes on to research and eventually select them. Training needs are pretty central to an organization’s ever changing quest for achieving more and more, both in front of the channel members and customers but also the outlook that it creates for itself in the related industrial domains and the marketplace which has thus been established as a result of the stiff competition. What this means is the fact that competition would lead to more and more new training processes which would eventually be imparted to the employees and workers who would ultimately benefit the cause of the individuals by all means and extents. This step definitely comes under the proactive vision as laid down in the management aspects. Training of staff would only facilitate the basis of growth and prosperity within an organization and this must be ensured no matter what the organization is trying to achieve both in the short term as well as in the long run. HRM regimes take care of the disputes and minor tussles which happen between the management and the employees. A conflict within an organization can take place due to differing personalities of the employee and the manager or in their attitudes that lead in their linkage with each other. This could also happen due to their norms and behaviors which might not be liked by any one party (person) and thus lead to a conflict of thoughts, ideas, actions and eventual behaviors towards each other. There is a degree of power when we speak of the manager in terms of the same over his subordinate or the employee who is working under him in a direct or an indirect capacity. In the end, one must understand that the HRM department does not require a single line manager to make its activities dependent on his thinking mindset. In fact the HRM department must be guarded by individuals who know what to expect from employees under tough times as well as the ones in which the organization is involved in a money-making exercise. The HRM department needs to comprehend the fact that the line needs to be drawn between the incentives and the lack thereof. A line manager might not deliver perfectly in sync with the laid down objectives of the HRM unit and thus there is a dire need to understand that individuals with empathy and a need to understand the basic human psyche are the most apt within such HRM divisions of an organization. Bibliography Stredwick, John. Introduction to Human Resource Management. Butterworth-Heinemann 2nd Edition Word Count: 2,263 Read More