How HR Policies Enhance Employee Productivity - Essay Example

A preliminary survey conducted using interview method on 5 senior managers [2 from large manufacturing organizations, 1 from small-medium size telecom organizations, 1 each from small size finance and small size service organizations], revealed that the HR managers were involved with routine functions like administration, documentation, training and development and conflict management. Further, the strategic roles and their attributes were presented as the ability to foresee the future and assess the changing business needs and environments and plan for them. The main survey includes questions developed on the basis of the findings of the preliminary survey and the literature review.
The main research included administering a questionnaire to fifty HR managers [20 from manufacturing with 15 large organizations and 5 Small-Medium; 10 from large telecom organizations; 10 each from small finance and service organizations] from 15 organizations. - The larger firms have HR managers who are more involved in the organizational process and in addition to the administrative duties also provide guidance in policy development and assessing the future HR needs. - There is also a difference in the role of the HR managers across different sectors.
Manufacturing organizations give more autonomy, and their HR managers are more involved in decision-making and provide more strategy-related support. Training and development activities take up a major part of all HR managers’ time. General Management is the management of the organizational resources and processes in a manner that positive gins could be attained out of the enterprise. General Management, therefore, comprises activities like planning, organizing, motivating, controlling, leading and conflict managing.
With the onset of industrialization, the realm of General Management expanded to include activities like process management and technology management (Kroon 2005). Further, propelled by the various researchers and academics, the management thought evolved to make human resources a strategic resource for any organization. Management of people became more difficult with the onset of globalization and increased competition – where it became difficult to recruit and retain the employees.