Posts Tagged ‘Management’

Know about the Human Resource Management Tool

Today all over the world, employers are doing a proposal check on their new recruit employees. The members of the staff environment make sure that the establishment is successful in taking better recruiting decisions. Candidates before appearing in the final round interview ask some personal questions so that interested hiring manager get to know about the candidate’s interpersonal skills. Along with interpersonal skills,The manager can also come to about know the candidate’s strengths and weaknesses, so that he can assign better profile to selected candidates.

 

For those, who are directly concerned with human resources particularly deal with Human Resource Management System (HRMS). A HRMS is also known as enterprise resource planning (erp) system. So, under this aspect, we can interpret a strong aspect of Human Resource Management Tool.

 

In human resource management system (HRMS), there is a payroll module, which, interprets the employee’s daily presence, tax deduction, total leaves, total holidays, etc. In this hi-tech generation, mostly hiring is executed online by referring websites and online hiring, nowadays, is a foremost and most important Human Resources tool. To analyze the organization’s current human resource management and requirements, find satisfactory candidates either internal or external, and agreement with the genuine staffing procedure.

 

Anyone who works with the human management system provides a special confront for human resources. All these human resources have special guidelines and special tools, which are very useful for human management system. There are number of people, who wish to start their career with the HR department.

 

Human Resource Management Tool for recruitment provides a recruitment software package, which can go faster with the employment cycle for employers and facilitate managers to make agreement with the applications, established.

 

A fully incorporated system, employee records can be made straightly from the database system, happening during the recruitment process by recruitment manager. So in human resource management system (HRMS), integration makes the system more stronger.

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How Human Resource Management Can Help Your Business Grow

If you own or run a business then the chances are you might have heard of human resources. You may well associate it with basically the hiring and firing of employees and dealing with policies and procedures. Armed with this understanding it may nicely be which you decide on to carry out the human resources associated function your self, or you delegate them to an additional member of staff. If this sounds like you then you’re possibly missing a trick.

The role of the human resources expert has changed. By ignoring this region of enterprise you might be turning your back on a host of a strategic thinking related to having a cohesive and passionate workforce all functioning together to produce the organization reach new heights of good results.

Human resources now involves a large quantity of planning and management of the employees of the provider. The aim of the HR department is to foster loyalty amongst staff and aid them understand and reach their full prospective. If your corporation has a happy and fulfilled workforce then your organization will do nicely. There may be no doubt that the employees of a provider are 1 of the biggest assets it has, and human resources function is developed to improve that asset and make it stronger. The corporation as an entire will benefit from an a lot more productive and creative workforce.

Let’s look specifically at the type of operate human resources experts carry out. 1st of all there’s basic human capital management, in other words the management of staff. This goes additional than simply providing new staff with a welcome pack and instead covers everything from typical assessments, overall performance monitoring and carrying out employee satisfaction surveys. Every member of staff has talents and skills that no one else has. If you can firstly glean what the person skill sets are then you can utilize them within the finest way and make the most out of the staff.

The employees will probably be happier too, especially if there’s a clear understanding about where their very own profession might be heading. There’s also talent management involved in HR roles. This is not only identifying achievable future managers or even the next CEO, but ensuring a clear improvement plan is laid out for them so that transitions are smoothly carried out in the future. Being clear on who the subsequent CEO or senior management team might be is vital for strategic planning of the corporation.

You’ll find lots of other elements of this role too. Employment branding is vital to organizations who desire to attract the quite ideal talent. Onboarding is necessary so that the quantity of time it takes from a brand new employee to arrive and really engage completely using the job is decreased. Employee satisfaction surveys and overall performance assessments are other methods a human resources expert are important to an organization and can aid utilize the employees in the greatest way achievable.

With this new knowledge of how human resources can help your organization, you can employ a member of staff to carry out these tasks. If there’s no one in the business however who has additional than a basic understanding of human resources practices then it just may well not be suitable to hire somebody for these tasks. Instead you ought to call upon a skilled firm that will offer these invaluable human resources services. That way you know that the job is being carried out thoroughly and also you know that your employees and for that reason your company are becoming effectively looked right after.

Aside from the extensive understanding base and experience that HR experts can bring with them, you can find also a host of software program programs and tools that they bring that you simply may possibly not otherwise have access to. From efficiency computer software to recruiting tools, whenever you hire the experts you may get pleasure from all the benefits of this gear too.

When you had been not aware of how HR management might be of benefit to your organization, then hopefully this write-up has been useful. To obtain the most effective why not call in the professionals. They can carry out employee surveys along with other elements of human capital management also as bring with them wealth of invaluable human resource software program.

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Quality of Human Resource Management in Education Sector in India

1. Employment as Status of Respect, Growth and Security

At the same time, it is quite evident that many are attracted towards higher education jobs of the love for teaching or willingness to associate themselves with their alma mater. In order to make the higher education jobs more attractive, both government and private institutes are raising the salaries of professors and lecturers. The appeal by former President APJ Abdul Kalaam to raise the salaries of defense personnel and school teachers is a booster to this sector. Every year teachers are recruited in the army as Junior Commissioned Officers.Even by assuming that only as much as 11% of the Indians pursue higher education, the scope of mobilizing and deploying human resources in education sector will not be diminished. This has to be doubled to cope with the growing multitudes.

With enormous focus on the issues around human resources in the education sector, the importance of ‘knowledge societies’ has gained dimensions such as: i) education as a supplier of human resources ii) human resources for delivery of education. The first one needs a map to devise, implement and execute the delivery model through skilled support services like planning, administration, finance and quality heads.

The second one is the core component mainly poised to attract, develop and retain quality teachers through effective human resources management. The human capital thus mobilized has to be distributed on levels of ‘teacher demand and supply’ in rural, urban and metro areas. The channeling parameters are: employment requirement, grade separation, domain expertise, training level, working conditions, individual career options, performance monitoring system and continuous knowledge update for development.

            Recruitment of human resources to the education sector has basically three professional stages- fresher or newly qualified, probationers and experienced. As far as our country is concerned, HRM has responsibilities like forecasting the employment requirements based on the Planning Commission’s report and designing a fast and stable individual career growth and scope for upward mobility. Motivation and sprucing up the staff morale depend on the extent to which the status of a teacher is accepted and acknowledged in the society in terms of monetary value.

 2. Scope and Utilization of Quality Resources for Future

The strategies emerging in managing the human resources involve retention of quality manpower, optimum utilization of the skills and quality up gradation. A newly qualified teacher may stay the promising job for about 30 years or so, without much mobility upwards. If within a decade of high school teaching experience, if the secondary grade teacher adequately qualifies for an M.Phil or a PhD, he/she could be directly promoted to the rank of a Lecturer/ Asst.Professor.

            It is the management’s responsibility that the manpower recruited is utilized fully to the optimum level. Never should skilled staff be underutilized or ignored for want of basic infrastructure, non-availability of students, inadequate compensation and poor working conditions.

            A flexible lucrative system will definitely facilitate a continuous inflow of high quality personnel who will join the workforce, year after year. The sixth Pay Review Commission recommended fixing the age of superannuation of all college and university teachers throughout India at 65 years and selective reemployment on contract basis up to the age of 70. This will ensure optimum utilization of resources for the rest of the years. This concept applies to high school, secondary level and university faculty members also. At any point of time, more number of seniors will be available in buffer.

            There is a shortage of about 8, 00,000 primary and middle school teachers. Given India’s youthful population, the situation does not look promising: 6.5% of India’s teachers retire every year; at this rate, the country will be left with 3, 50,000 primary and middle school teachers by 2011 end.

Initially, all schools have to be mapped under a general pool and mobility to be facilitated within schools of similar boards or pattern of education. Vacancy and recruitment is a continuous process. Teachers retire every month and so vacancies do exist. Not always the vacancies are filled immediately; temporary staff or skilled non-domain teachers are appointed interim. Necessary steps have to be taken to bridge the gap by effective HRM by minimizing the lead time.

 3. Where Have the Teachers Gone, Hibernation or Migration?

Teachers are becoming like an endangered species. Many experienced teachers in our country have either migrated or changed the careers for better prospects.

            When teachers migrate within the country, their number is conserved but the respective state or school will be deprived of their services. If they migrate abroad, then it is brain drain. The whole nation is deprived of their services. What makes the highly experienced teaching manpower to be carried along with the overseas current?

            The school managements and local governments dealing with institutions of higher education in the West, particularly in the US and Britain, are satisfied with the quality performance of a large number of Indian academics hired by them. Going through the advertisements in newspapers or Internet, it is true that those countries have deficit manpower to handle Science, Math and English. In spite of the operational problems faced by them, there is a widespread appreciation for their academic and intellectual contributions. Our teachers who feel underestimated, underutilized, and underpaid and could not make it on the home turf, find migrating the next best option.

            Quite interestingly, our history has recorded the migration of Buddhist teachers during the period of Nalanda and Vikramasila to Tibet and China along with libraries and literatures. It also cites the exchange of learned scholars between Kanchi and Kasi. Today, our country has moved from being a job-seeking economy to one that is being driven by demand in developed nations for services and migrant workers.

4. Role of Consultancy in Recruitment of Teachers

Ma foi Management Consultancy started recruiting teachers in 2002 for schools in Dubai and Britain, where there is rising demand for Indian teachers. The hiring authorities pay consultancy fees and bear the airfare and other expenses of teachers they recruit. Many more consultancies have come out with official emigration licenses to help the English-speaking teachers fly on Highly Skilled Migrant Program called HSMP.

            When an exclusive recruitment drive is planned and designed to help our inland teachers to migrate, any steps put forth to foster improvement of human resources in education sector by Planning Commission will be futile.

            Though the Ministry of HRD has not yet come up openly to stop the overseas recruitment drive for teachers, it can at least slow down the migration by implementing effective management system across the country. Any surplus number of teachers, after attaining the goal of HRD, may be allowed to go abroad to serve the global education. Otherwise, the problem shall return to square one.

            India is the fourth largest developing commonwealth supplier of teachers to Britain. Though India is worried about the brain drain of teachers, it is more concerned about providing jobs to an estimated 10 millions graduates.

There has always been a shortage of personnel in all sectors. When it is faced by a sector that produces human capital for various sectors of the economy, a swift action is needed on a war footing to fill the lacuna.

5. Reforms to systemize Recruitment, Retention and Improve Quality

The teacher-student ratio is appreciable and India stands at 1:14 with one point up or down with respect to the US, Sweden, Germany, Japan, and UK. Predominantly, employability of manpower depends on a lot of soft skills like patience, communication, computer proficiency, presentation and people management skills, besides academic qualification, domain expertise and experience. The question here is how to make use of their growth for our economy?

            Many private institutions have come to offer short term courses on induction trainings. There goes a saying, ‘the art of teaching cannot be taught’. In spite of qualifying for a professional degree, one needs to master the techniques of reaching the students through participation.

            The Government and the UGC have to chalk out a plan to capture the vital human resources, targeting the coverage from higher secondary to college level. This span of education of students is essential for decision-making on future course of career.

            Some better ways to ensure retention of teachers are making the working atmosphere more acceptable and equivalent to that of a corporate, elevating the social status with good pay, providing ways for continuous learning and knowledge enrichment, non-traditional and informal ways of teaching methods, guest lectures, Internet and the broadband access, online tutoring etc. When invitees cannot make it up, teleconferencing facility can be provided. This mode of reaching the masses has already been followed by Indira Gandhi National Open University, Jawaharlal Nehru University and many others, since the 1980s.

            International or Inter-state Teachers Exchange programs could be mooted to give an online experience of cross-cultural adjustments, new system of education, syllabus content, examination pattern, interpersonal approach, psychology, counseling, management, combinational methods of teaching, evaluation procedures, lateral enrolment in higher education program for teachers etc.

            Teachers, as a whole, should be gathered ‘grade wise’ under the general system in every state. The compensation and benefits have to match the government prescribed norms for private schools also. When private institutions are unable to cope with the predetermined norms, highly skilled teachers either divert themselves or leave the job. If private institutions do not reach up to the expectations of the norms, licenses need not be sanctioned. Thus, the pilfering of human resources can be stopped. It is time that the government implemented the Minimum Wages Act and systemized the career of the underpaid teaching faculty.

            ‘Given our population, we need to double the number of teaching structure and this is not possible with the public sector alone. We need the private sector also to pitch in equally’, said Planning Commission Chairman MS Ahluwalia.

On par with corporate organizations, the Board of Education should evolve a time-tested method to redress grievances, look into dissatisfaction, improve performance appraisal and draw successful career plans. Political pressure and favoritism should be strictly kept at bay. Any unlawful and unjustified punishments in the form of transfers should be stopped forthwith.

6. Bifurcation of HRM System and Mass Drive

Every taluk, district and metro has to formulate ‘Action Groups’ under the supervision of an Educational Director, who may have all data relevant to his zone and sub-zone, at the click of a button. Number of schools at all levels, applications waiting for new sanction, each school strength, number of teachers, non-teaching staff, pay structure, info of retirees, memos, transfers, vacancies, exchange programs, standard of quality, etc. have to be streamlined. The management of resources module-wise, simplifies the task of the director and the focus of supervision is intensified with precision.

            At the micro level, Sub-Directorates will control primary and secondary boards of school administration in their respective zones and in turn, will be controlled by the Central/State Directorate. At present, the Tamil Nadu Teachers Recruitment Board follows a single-window counseling to help it secure the desired choice of posting within available vacancy. It has been noticed in the Gujarat Board that fake certificates have snooped in along with the applications and a large chunk of time is being consumed in the verification of the job applications.

            Recently, the Government of AP has taken a decision to appoint teachers on a mass scale to fill the vacancies in the Government-aided schools of the state. As a result of this, more than 50,000 teachers will be appointed in 76,213 schools.

            To strengthen this process of new governance and management system, many non-teaching support services personnel have to be proportionately recruited at sub-zone level. Some senior teachers may be considered for the training faculty positions on deputation, optional career or contract basis, with the staff college. This new era of multi-employment helps to rejuvenate and strengthen the network and helps to ease the operations of the central workload pressure from several channels hitherto happening.

            As population is progressing, multiple routes are required to manage human resources with time and its optimum utilization to achieve the ‘win-win’ situation. Henceforth, the teaching profession will be a dignified and more sought after ‘white collar’ job in the near future.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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NEW TECHNIQUES IN HUMAN RESOURCE MANAGEMENT

NEW TECHNIQUES IN HUMAN RESOURCE MANAGEMENT

By

Miss. P. PIRAKATHEESWARI, Lecturer in Commerce,

 Sri Sarada College for Women (Autonomous), Salem-16.

INTRODUCTION

The field of Human Resource Management is developing very fast & every department of human activity is realizing its importance in the smooth functioning of the organization. Innovative techniques are developed to improve the work culture, so that the employees are motivated to give in their best to the organization. There is tough competition everywhere & to survive with grace, one will have to accept the changes in this modern world and adopt the latest human resources practices. Those who refuse to change will be left behind & will have to accept defeat. So it is imperative to implement the latest human resource practices in the organization.

The latest techniques in the field of Human Resource Development are:

Employees for Lease

Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization. The employees may in some of the cases fail to covert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called as Employee Leasing Organization. These leasing organizations will be principal employers and send the required number and kind of employees to various organizations on lease basis. They collect the fee & other charges from various industries & pay the salaries, provide benefits to the employees. The Leasing Company will pay complete salary and benefits to the employees irrespective of the number of days that the employee is sent to various organizations on lease. This type of agreement is beneficial to the leasing company, specialist employees and the industry. The industry with limited budget can utilize the expert advice & service of most competent human resources.

Moonlighting by Employees

This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.

Moonlighting by employees affects almost all the functions of Human Resource Management. The effects of Moonlighting would be mostly negative & it poses challenges to the personnel manager. Presently very limited number of employees does moonlighting, but the number of employees will go on increasing due to change in employee values & expectations. Management will have to take all possible care in selection process about the possibility of moonlighting by the prospective candidates.

Dual Career Groups

            There has been a tremendous increase in the number of female employees in all types of organizations due to: -

Increased career orientation among women in recent years. Creation of variety of jobs. higher level commitment Better performance. Less demanding & agitate oriented. Economic Freedom. Better Social Status. Aspirations for quality of work life.

            Due to dual career groups, both wife & husband will be loaded with grievances & problems as both of them share their problems, both at work and off the job. In view of overloading of the problems to both the members in dual career groups, they spend heir time and energy in solving the problems or in getting the grievances redressed for both the parties. So, there will be possibility of less commitment to the work in the organization by both the parties.

            Due to this new trend in HR, in a nutshell, the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

Flexi-time & Flexi-work

            The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-time increases productivity, decline in absenteeism, and reduction in employee turnover & increase in morale.  Flexi-work  – It is a program that allows flexibility in handling the type of work in   various departments of the organizations in systematic way by the employee during his tenure of employment in an organization. For example, a candidate may be selected as a clerk in the Personnel Department and after two years he may be allowed to take up work in any other department of the organization.

Training & Development

Organizations spend a lot of time and resources in training, developing and educating their employees in tune with the job awareness and organizations’ requirements. This is mostly due to the absence of linkage between the industry and universities. Organizations in future will establish their own educational institutes. These institutes will frame their course curriculum to suit the requirements of various jobs in the organization as a whole. These institutes will go on changing the course curriculum depending upon the changes in technology, work methods, production process and activities and so on. The intake of these institutes depends on exclusive requirements of organization. After the completion of the course, the candidate will be awarded a diploma and absorbed by the organization. This management arrangement will automatically take care of the problem of unemployment and underemployment. This arrangement will also minimize the duration of time to be spent by the candidate in his educational process.

Management Participation in Employees’ Organizations

With the formation and recognition of employees’ organizations, the management cannot make unilateral decisions those affect employee relationship directly or indirectly. Decisions relating to policies on employment, training, transfer, promotion, adoption of latest technology etc. are no longer determined by unilateral action of management and must now be discussed with the representatives of employees’ organizations. Decisions on the policies and administration may still rest with management, but they are frequently subject to question and criticism by union representatives under a formal grievance procedure. This technique enables the two parties to exchange ideas, opinions, information and knowledge to understand each other’s viewpoint, with an open mind and thereby avoid all misunderstandings. Thus, the management representatives may provide effective plans, suggestions, advice organization and directions for sound management and functioning of federations and unions for the common good of both the parties.

COLLECTIVE BARGAINING

It is an institutional process for solving problems arising directly out of employer-employee relationships. Through collective bargaining, the two parties become responsive to each other. Employees ventilate their problems relating to wages, employee benefits etc. while the management puts forth its demands regarding employee co-operation and commitment so as to maximize its profits. Thus, the two parties discuss the problem and each party tries to solve the problems of the other. The scope of collective bargaining is wider as the solutions for common problems can be found directly through negotiations between both the parties.

COLLABORATIVE MANAGEMENT

It is the general practice that the owners and/or their representatives manage the organization. But most of the organizations have started allowing their employees to participate in management. It is viewed that different parties concerned with the organizational activities will manage the organization through participation. Such type of management system is referred as ‘Collaborative Management’. Employee’s participation in management was initiated to satisfy workers’ psychological needs, to develop a sense of belongingness and loyalty to the organization. 

RECOMMENDATIONS

Change is the law of nature. It is necessary way of life in different circles. Though there may be some discontentment during the early days of change, people learn to meet the changes and adopt themselves to the changing situations. The management in future will try to:

Give up authoritarian style of leadership and adopt participative style of leadership. Follow human relations approach and partnership approach towards employees. Encourage creative skills and abilities and reward those talents. Shift the emphasis from legal and rule bounded approach. Participate in trade union activities; recognize human resource as a profit centre and as a basic instrument to earn profits rather than as a cost centre. Understand the fact that human resource management will dominate all other functional areas of management.

Further, the role of all Personnel Manager will also change. Those changes will be as follows:

Personnel manager and individual manager will give emphasis on overall development of human resources. Human Resource Management function will be extended to cover career planning and development, organization and development, organize climate, role analysis, national wage policy, social justice etc.

Today competition is very tough and if an organization has to survive in the race gracefully, it has to constantly upgrade its skills and sharpen its capabilities. Many new techniques are implemented in the organizations to motivate the employees and to help them perform to their optimum capacity. By using the above-mentioned techniques and many other programs, the organization tries to make the workers and employees more competent, committed & comfortable to do a given job.

CONCLUSION

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing.

HR Managers should concentrate on the following areas to ensure success: -

 Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats. Employ innovative reward plans that recognize employee contributions and grant enhancements. Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc. Utilize people with distinctive capabilities to create unsurpassed competence in an area. Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g. Motorola is famous for short product development cycles. It has quickly commercialized ideas from its research labs.

* Chair: Jung Taik Hyun, President, Korea Development Institute, Korea * Panel: – Thomas A. Kochan, Professor, MIT, USA – Peter Plympton Smith, Assistant Director-General for Education, UNESCO – Hyo-Soo Lee, Professor, Yeungnam University, Korea – Gary A. Gabriele, Dean, College of Engineering, Villanova University, USA * Description: The rapidly transforming global economic landscape and increased integration heralds a new era of long-term economic growth and prosperity based on enhanced human capacity. However, the ongoing changes may not be sustainable without great expansion of the circle of their beneficiaries. Most countries, whether developing or developed, have witnessed widening socio-economic disparity among sectors and groups. Indeed, the social and economic divide due particularly to gaps in human resources became the major issue of concern for international organizations such as the World Bank and OECD, and devising appropriate countermeasures is one of the most important tasks facing governments. In order to ensure that all people share the benefits generated by globalization and technological progress, there should be reinforcement of competencies of individuals, enterprises, communities, and countries together with reconfiguration of their respective roles from a global, longer-term perspective. The ultimate goal will be to foster and secure a pool of new global human resources who can contribute to the future well-being and prosperity of the world, beyond …

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Human Resources Management – you Call for to Focus on the Value of What you are Doing to the Business

Publishing Guidelines: You may publish my article in your newsletter, on your website or in your print publication provided you comprehend the resource box at the end. Notification would be appreciated however is not required.

By S. Maurer

On this digital Century the business and Facts Technology administrations is radically moving to the Next-Generation of Business Administration. For that reason, this series of articles will exhibit valuable tips from us and also we included very fews from public sources about this specific affair or this fresh path of doing business. In spite of the event that very fews tips are public domains, if asked for that the source will be always mentioned.

What is MBA of Human Resources Management HR?: What are the most valuable dutiës of your job and what percent of your date do you spend on each? Answer what the responsibility is, how [IT] is performed, and why [the desired results of the performance].

What is MBA of Human Resources Management HR?: Whilst working for this firm, if you did not schedule travël time, they would simply textbook meetings consequent to each other still if the meeting was across the other side of the city.

What is MBA of Human Resources Management HR?: Since specifications arë often a affair of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have been determined by more than one person with the aid of a professional analyst.

What is MBA of Human Resources Management HR?: Are all the basic ëmployees policies included in your HR rules? These can be thought of as grouped into benefits, discipline, and conditions of employment.

What is MBA of Human Resources Management HR?: The traditional nevertheless extrëmely narrow context of hiring, firing, and job description is considered a 20th century anachronism.

What is MBA of Human Resources Management HR?: In the middle of thë 20th century, placing emphasis on how leadership, cohesion, and loyalty played essential roles in organizational success; although this view was increasingly challenged by more quantitatively rigorous and less “soft” Management techniques in the 1960s and beyond, human resources had gained a permanent role within the firm.

What is MBA of Human Resources Management HR?: From recruiting to orienting nëw employees, from writing job descriptions to tracking vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, there has been a demand for an HR generalist to assist senior Management in both establishing a “structure” to holding down costs of administration.

What is MBA of Human Resources Management HR?: Some small entërprises are very stable, hiring perhaps as infrequent as one advanced employee in a 12-month period. Others are in very competitive industries where recruiting can be a function unto itself.

What is MBA of Human Resources Management HR?: Do not be surprised if somë employees, especially in a large enterprise, do not know who their supervisor is. [IT] is one of the reasons since this inquiry is place at the top of the form.

What is MBA of Human Resources Management HR?: The office ënvironment in these millennia is far more stressful than they were a century ago, nevertheless there are things you can do about [IT] but [IT] is up to you.

What is MBA of Human Resources Management HR?: Minimally, you should have an Application for Employment form or rësume, any insurance forms that the employee may have signed, and performance appraisals.

What is MBA of Human Resources Management HR?: Message to All Humans – wë do not have an instant teleporter, the Stargate is a fantasy, so create certain you give yourself enough date to get from one meeting to another or you are going to stress out.

What is MBA of Human Resources Management HR?: I instantly always catch my shoes off whën I am working in my office, including my socks just so I can feel something more inspirational under my feet rather than just the dense soles of my shoes. I know another corporate CEO in Brisbane Australia, who used to walk down to Anzac Square every lunch hour to walk on the grass so that he could stay in touch with the world. Hey, if [IT] works in the movie Beautiful Woman, surely [IT] must work.

What is MBA of Human Resources Management HR?: it is not easy writing job descriptions. [IT] is ëven more difficult to have uniformity from department to department or much incumbent to incumbent.

What is MBA of Human Resources Management HR?: Almost 30 years expërience has shown that until the enterprise has at least 50 employees, that “department” – really a function – can consist of or be plamled by one person… often much to the dismay of that one person.

TV Interview with Jonathan A. Scales Principal Adviant, Inc. KOAM TV, Joplin, MO February 3, 2011 Just after New Year’s resolution time, Adviant principal, Jonathan Scales, provides some insight on how to get the most out of your paycheck in 2011.

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Evolution of Human Resource Management

 

EVOLUTION OF HUMAN RESOURCE MANAGEMENT

ABSTRACT

In the competitive environment of open economy human resource management with the increased modern trends becoming significant factor for the efficient running of organization  Human resource management emerged from personnel management and personnel management emerged from manpower planning. The consideration of changes taking place in managing human resource led to adaptation of strategic HRM the consideration of strategy and HRM system jointly led to the emergence of strategic human resource management SHRM which is crucial for achieving a corporation’s long term goal. This article attempts to bring the historical evolution of HRM and changing roles of HR professional  from time to time in order to considered employees as an important assets which helps in attaining goals of the organization. The article finally draws attention to the fact that SHRM and not PM or HRM are people considered for modern industrialization that is to be used for creating and sustaining competitive advantage for the firm.

INTRODUCTION

American writers Terrey and Franklin (1996) mentioned about the 6 Ms of management, viz.  Men and women, material, money, market and method. But among these, men and women – the only living being- do the effective coordination and utilization of these human and non-human resources. All the activities of any enterprise are initiated and

 

             Human resource gained more attention as the workforce considered to be an important resource to gain competitive advantage of organization and also it helpful in utilizing the resources of an organization to a optimum extent in order to achieve organizational goal.

 

             Managing human resource is an complex process. As Harzing and Ruysseveldt said a better way to understand the philosophy of human resource management demands a thorough understanding about the evolution of the concept itself from the ancestral concept personnel management. In 1990 due to liberalized government policies of various countries the human resource started floating from one country to another this led to diversification of workforce and cross culture took place as a result employees from one nation migrating to another nation and bringing their culture with them this led to mixed organization culture so the HR professional has to play major role in coordinating the workforce of different culture in an organization.

 

                  Approaches towards recruitment of staff focused to geocentric from ethnocentric and polycentric which is more efficient because workforce will be selected based on talent regardless of nationality. Method of recruiting also changed towards efficient policies like using of head hunters, cross national advertising, E- recruitment.

 

EVOLUTION OF PERSONNEL MANAGEMETN

 

                              Evolution of Personnel management started in 19th century at that time there was a boom in industrialization which leads to increase in franchising and influence of trade unions and harshness of industrial condition called for the better of industrial condition. There was no department as such for taking care of above problem only welfare officers came into being to take care of above situation. These welfare officers were only women’s who take care of protectionism of women and girls because they feel it as worthy if women employee are sick they visit their home give food accommodation give moral welfare. As the role of women increasing like they were getting employed in modern industries where their work is packing assembly or other routine job so the quality required by these women employee increased so these welfare officer who were women their responsibility also increased that is to recruitment training development.

 

           But ambiguity has been increased due to increased in production and also increased in paternalistic behavior relationship between employer and employee and also aiming at moral protection of women and girls and also side by side the aim of achieving economies of scale is also increased like achieving higher output by minimizing cost by resolving grievances control of sickness these leads to mixed aim of achieving organizational objective in order to achieve but at that time their was only a handful of welfare officer was their they wanted to improve the condition of working of women in 1900 there were only few welfare officer was their but in 1913 number of welfare officer has been increased to take care of the situation.

 

 GROWTH IN PERSONNEL MANAGEMENT 1914-39

 

         The exact growth of personnel management started during First World War because the number of munitions manufactured at a large scale so the number of employees needed to manufacture increased on the other hand the welfare officer also increased by 1300 to take care of employees it also sought the supply of labor to munitions factories as the supply of welfare officer made mandatory by government.

 

                During war women recruited at a large scale to fill the gap of men who left the factories to joint war which in turn leads to dispute labour union to employ unskilled women

          

               The title labour manager or employment manager came in the yeat 1920 in engineering industry and other industries where the factories was very huge to handle absence, recruitment, queries over business and so on.

 

                  Companies started merger and acquisition as strategy to grow in the mid of 19th century due to large number of employees employed they created their own specialist personnel department to unify the different policies and manage absence and recruitment with the objective of improving productivity. But this department is mainly concerned with hourly paid workers. As personnel management exist only in the emerging companies like plastic, chemicals and multiple retail. But during 1930’s the economy started to grow at a rapid pace due to this big corporation came in to existence they feel to improve the value of employee benefits like different kinds of allowances as a measure of retaining motivating employee.

 SECOND WORLD WAR LEADS TO IMPROVEMENT IN PERSONNEL MANAGEMENT.

Second world war increased the importance of having personnel department because of producing large war materials the ministry of labour and national services insisted to combine both personnel department and welfare officer work on a full time basis. Again in second world war the number of women employees is more to fill the gap left by men who join the battle field again re-training proper recruitment taken place government saw the there is a huge neeed to have personnel department to take care of all employees in well manner.

 

INDUSTRIAL REVOLUTION ERA

               As the industrial revolution take place simultaneously the factory system came in to being that leads increase in working rules and regulation to large number to employees increase in the hierarchical structure also increased in working hours but decrease in pay bad working condition, social distance between employee and employer has increased, increased bureaucratization all these factor results in increasing monotony boredom job displacement impersonality due to these factor personnel management got higher attention.

1945 – 1979 STARTED COLLECTIVE BARGAINING POWER AND INDUSTRIAL RELATION HAVE PRIMACY ROLE TO PLAY.

As in the Second World War the term employment manager started to take care of women employees the combination of both welfare officers and employment manager leads to personnel management. Though in the war times the productivity increased due to number of employment policies undertaken but the role of personnel management during war time was small that to implement the rules demanded to produce large scale goods but it was not focusing on other aspect of managing human resource that is by motivation, promotion, increasing morale, performance appraisal etc but the role of negotiation of union has gain important role.  

              But there is an increasing in the bargaining between employer and unions during pre world war. During there is an enormous growth in an engineering industry but in 1950,s and 60,s there was an enormous growth in other type of industry which leads to the increasing the role of personnel management at same time large companies wanted to develop their own employment policies which suites to their company which leads to improve emerging new aspect in personnel management.

              The bargaining power of unions has increases which resulted in unnecessary official and unofficial strikes which were damaging the economy particularly manufacturing industry in UK the strikes were in huge number and it became famous in maintain poor industrial relation and the number of working days lost due to strike which resulted in closer of number of factories. The situation becoming worse and worse it was critical for both employers and unions due to this reason personnel manager was blaming for lacking of negotiation skill to resolve these situation and plan for industrial relationship strategies because of these deficiencies personnel management was not given high priority these leads to management to think something higher profile which have all the skill to negotiate to motivate.

                              In the year mid of 1960’s organization started giving much importance to employ the personnel specialist to perform different activities in order to make the employees as a whole package to perform in the organization. the world is becoming global village and labour started moving from one country to another this resulted in managing the workforce diversity this become the challenge for the personnel management to manage these workforce diversity.

                           In the year 1960 Even the domestic rules and regulation was increased towards employability the new legislation was introduced towards employment, training, and redundancy payments, equal pay opportunities, employment protection. The year 1960 was high inflation so there was a regulation on wages paid by the employer personnel manager has to understand this new aspect of regulation regarding inflation to develop policies to implement new measures which aligned with employee’s satisfaction level.

                         Improvement in selection training appraisal and new management techniques has been expanded to improve the performance of the employees which demands to improve the profile of personnel management.

Personnel management perform different function such as

Collective bargaining role Implementation of legislation role Bureaucratic role Social conscience of the business role Growing performance improvement role

RISING ROLE OF HRM

                      The role of HRM has gain more important in the year 1980. There was a complete shift from post war collectivism and towards individualism and changes in structure of economy. Some people thought that HRM was evolved to solve union problem as there is an demand to take care of employees of an organization as a whole it performs different function.

                     During 1990,s the success of large Japanese corporation in export market like automobiles and electronic goods took surprise to many western companies but studies says that the success of these Japanese firm is due to effective management of workforce the studies also shows that the workforce of Japanese firm are more productive and efficient than western firm. The key to success of Japanese companies like Toyota Matsushita are the practice adopted for efficient management of workforce as these companies started opening its manufacturing plant in western countries the practice of these companies also started practiced by western companies. The practice include are:

Strict and rigorous selection and recruitment High level of training, especially induction training and on the job training Team working Multitasking Better management-worker communications Use of quality circles and an emphasis on right first time quality Encouragement of employee suggestions and innovation Single status symbols such as common canteens and corporate uniforms

                 The reason of above practice is create an organization atmosphere where workers can grow and identify their own success and goal which match with organization.

 

Management practice

Control

Commitment

Job design

Focused on the individual

Focused on the team

Performance management

Measured standards for minimum performance

Higher “stretch” objectives

Management structure

Top down and hierarchical. Emphasis on management symbols

Flat organisation structure. Minimum status differentials

Compensation

Individual pay linked to job evaluation

Pay linked to skills and mastery

Employment

Employees viewed as variable cost

Assurances that participation will not result in job losses

Employee voice

Employee input allowed on a narrow agenda.

Employee participation enacted on a wide range of issues

Labour management relations

Adversarial labour relations

Mutuality with joint planning and problem solving

 

                                                        Figure 1

                                       Walton’s control to commitment

                                      (Source adopted from Walton 1985)

 

RISE OF STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic human resource management is a branch of human resource management. SHRM means combination of strategy and HRM. It also refers to linking of human resources with strategic goals and objectives to achieve goals of an organization it also helps in improving the performance of innovation flexibility and competitive advantage. In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company’s strategies through HR activities.

FEATURES OF STRATEGIC HUMAN RESOURCE MANAGEMENT

Linkage of HR policy with organizational strategy in order to achieve organizational goals and objective Linkage of individual HR intervention so that they are mutually supportive.

REASON FOR STRATEGIC HUMAN RESOUCE MANAGEMENT

Globalization and internationalization of market integration Increased technological change Cross culture issues Increased competition Increasing new concept

CONCLUSION

By doing complete analysis of evolution of HRM the conclusion is their will be modern trends will be occurring in HRM like strategic human resource management it is mandatory for every organization to treat all employees in a well manner because they are the assets of an organization which helps in achieving organization goal.

REFERENCES

http://www.cipd.co.uk/subjects/hrpract/hrtrends/hrsurvey.htm Documents and Settings\a\Desktop\What is Strategic Human Resource Management.mht Article Source: http://EzineArticles.com/?expert=Rana_Sinha Consortium research programme

Accredited Online School To Study Human Resource Management

The management of human resources is a vital part of the success of any modern business. Professional human resource managers are required by organizations to choose the best employees available in order to propel the business forward. These human resource managers utilize various tools that allows them to analyze the academic and personal qualities of individuals and if these individuals would be able to contribute positively to the growth of the organization. These skills can be earned through the pursuit of an online degree program in human resource management.

What is the Online Degree in Human Resource Management?

An online degree in human resource management is designed to give students the skills required to carry out functions of recruitment, selection, development, training and assessment of employee within an organization. The online degree in human resource management also addresses issues of labor law, employee compensation and safety. Online degrees in human resource management are available at all levels of the educational ladder ranging from associate, bachelor, master through to PhD online degree programs.

Students of online human resource degree programs are able to receive an accredited high quality degree program within their comfort of their homes without ever having to visit the campuses of any university. Online degrees in human resource management are available through pre-recorded lectures that guides student smoothly through the program. Students can easily revisit past lectures to solidify their understanding. In addition, online human resource management cost less in the end that at traditional institutions as the cost associated with commute and campus life are all eliminated.
Benefits of an Online Degree in Human Resource Management

Upon the completion of an online degree in human resource management, graduates will be able to:

* Motivate employees to go the extra mile for the organization
* Design or source effective training to empower employees
* Successfully conduct negotiations to resolve salaries packages beneficial to both employees and the organization
* Conduct employee appraisals
* Resolve internal disputes using effective mediation skills
* Source the best employees for the organization

Top Accredited Online School for Human Resource Management Degrees

Many institutions online offer degrees in human resource management. However, students should take cars to pursue degree programs only from accredited online universities. This ensures that the employing public will recognize your degree. Some of these accredited online schools include:

* Virginia College: Virginia College offers students 100% online degree programs in Human Resource Management at the associates, bachelors and masters level. At Virginia College, students receive a high quality accredited degree that is highly respected by both their peers and organizations. Graduates of Virginia college online degree in human resource management can thus look forward to a fruitful career in the field.
* University of Phoenix: The University of Phoenix is one of the oldest and most experienced online institutions in the business of online education. Their influence reaches far and wide thus making graduates of their online degree in human resource management in constant high demand. Their online degree in human resource management is always current and applicable in all forms of organizations.

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Human Resource Management and Organizational Behaviour in the University System: the Registry Experience

INTRODUCTION

In every organization, there are three major resources to be managed if the organization wants to achieve its objectives and goals. These resources are Humans, materials and financial resources. And out of these three, human resource management is the most important and difficult to manage. The reason being that every human being is born unique and therefore is bound to have different characteristics– that is, the ways they think feel reason and act. Secondly, human beings control and coordinate the other resources. They constitute the workforce of an organization and are referred to as personnel. Since human nature plays a very major part in the overall success of an organization, it is therefore important to have an effective working relationship between the employee and the manager as this is essential for the success of the organization.

Human Resource Management, which involves the efficient and effective management within an organization, is one of the vital functions of Educational Administrators. This is because every administrator has a function to perform through his staff and his own abilities. Every university like other formal organizations needs human beings to execute its programmes and achieve educational goals and objectives. To be able to achieve this, the Registrar who is the ‘chief of administration’ has to ensure that personnel with whom he works knows what to do, when to do it and how to do it. Another name for human resource management is personnel management. No matter the name we chose to call it, its basic function is to deal with people who make up an organization. And these people have diverse interest, goals and values.

Akpakwu (2003), regards personnel management as the proper utilization of the people in an organization towards achieving their needs and organizational goals. To this extent, it involves understanding the nature of people in an organization, their needs and aspiration and evolving the necessary strategies to accomplish these needs and aspirations. It also involves identifying the objectives of the organization and creating a conducive atmosphere towards leading staff to achieving the goals of the organization. Armstrong in Akpakwu (2003), sees personnel management as the process of obtaining, organizing and motivating the human resources needed in by an organization. He advocated for the creation of a very conducive and cordial environment in order to satisfy the needs of the workers and achieve organizational goals. Denga (1990), on the other hand, regards Human management as an exercise in human engineering. People have needs, problems, feelings temperament etc which they come along with to these institutions. What ever name it is called, human resource management is the responsibility of all those who manage people. The administrative manager must therefore find ways of satisfying these needs in such a way that the individual, organization and society’s objectives are achieved.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The primary responsibility of a human resource manager is to ensure that human resources are utilized and managed as efficiently and effectively as possible. To this end, the university chief administrator is required meet the following objectives:

1. Recruitment and selection, developing the work place required by the organization.

2. Helping in creating a working environment that is conducive for his members of staff so as to promote maximum contentment thereby motivating them.

3. Ensuring that the abilities and skills of the workforce are used to the optimum in pursuance of the university’s mission and mandate.

4. Ensuring a fair balance between the personal needs of staff and the needs of the Registry and the university in general.

The effectiveness and of any organization is dependent on the efficient use of its resources particularly the human resource. Human resource functions can be generally classified into three basic functions namely:-

1. Personal utilization to meet organizational needs

2. Motivation of employees to meet their needs and organizational needs

3. Maintenance of human relationships.

Other human resource management functions include :-

1. Recruitment and Selection:- This involves searching for a suitable person to fill the vacant position. In the registry department, the least qualification for an administrative secretary is a bachelor’s degree. The basic goal of staffing is to locate qualified applicant who will stay with the organization.

2. Training and Education:- This involves developing staff to professional growth. In the Registry department, training involves induction of new employees, formal training of staff which may include on the job training.

3. Wages and salary Administration:- This refers to the financial benefits that are given to staff for the jobs they have performed. In the university administration, fixing of salaries is a continuous exercise as position and posts keep changing due to growth and functional advancement.

4. Staff Appraisals:- This is the continuous process of feed back to subordinates about how well they have performed on their jobs. In the registry department, members of staff are formally appraised annually by their immediate supervisors and the evaluation ratified by the Appointments and promotions committee.

5. Welfare:- In University administration, the main purpose of welfare is to provide assistance to members of staff and also encourage a positive relationship between staff and the university by providing extra security comforts.

6. Trade Union Relations: – According to Akpakwu (2003), trade unions are “sounding boards” for policies and decisions affecting staff. In university administration, joint committees comprising management team and trade unions have proved to be effective in resolving conflicts. Trade Unions champion the problems and grievances of their members with the view of improving the welfare of their members.

The functions of chief administrative officer in the university are many. Generally though, he is to plan, organize, coordinate, direct and report activities in relation to staff under him.

ORGANIZATIONAL BEHAVIOUR

All organizations including educational institutions are made up of people who chose to work in it primarily because it enables them to satisfy at least some of their personal needs. Virtually everybody works, plays or is educated in an organization. Attempt must be made to define what an organization is. Ede (2000), defines organization as a system of consciously coordinated activities which are deliberately structured for the purpose of realizing specific goals. Dale (1978), views organization thus: “Whenever several people are working together for a common end, there must be some form of organization: that is the task must be divided among them and the work of the group must be coordinated. Dividing the work and arranging for coordination make up the process of organization and once that is completed, the group may be described as an organization.”

According to Unachukwu (1997), the more complex an organization is, the more difficult it is to coordinate activities, predict events or phenomena and attain set objectives maximally. We can therefore view organizational behaviour as the systematic study of the nature of organizations; how they begin, how they develop and their effects on individual members. It is also a systematic attempt to understand the behaviour of people in an organization; not just human behaviour but structural behaviour, elements behaviour, systems behaviour and even policy behaviour. Thus for staff in the registry department of the university to function efficiently and effectively, the Registrar must understand the nature of people he is working with and be able to interpret their behaviours. Organizational behaviour follows the principle of human behaviour: People in an organization are governed by the same psychological mechanisms both on the job and outside the job. Organizational behaviour is human behaviour in a particular setting. The behaviour of an individual in an organization is determined to some extent by internal and external factors. These include learning ability, motivation, perception, attitude, emotions, frustration etc. while the external factors include stress, reward system, degree of trust, group cohesiveness, social factors, office policies etc. Organizational behaviour can also be situational. An individual’s behaviour cannot be disassociated from the situation he finds himself. For example, a normally calm individual is forced into constant close physical aggressiveness with some other people. The behaviour of that individual is therefore a function of interaction between his characteristics and other environmental variables. Organizations are seen as complex systems consisting of interrelated subsistence. Changes or alteration in any part of the system have consequences on other part of the system. Modification in the system leads to desired positive changes called functions. Negative consequences in response to alteration or change in the system are called dysfunction. Therefore the behaviour of an individual is borne out of the decisions that have been taken in an organization.

Organizations represent constant interaction between structure and process. To get an assignment accomplished in an organization, we need to define who does what. Structures refer to organizational shapes, definitions and rules. It is what binds an organization together. Process is the sequence of activity in the system. Decision Making, Communication, Leadership and Conflict are few examples of the many processes that take place within an organization. Ocho (1997), aptly suggests that human beings in an organization need to be constantly motivated for adequate production and commitment. Consequently, the primary responsibility of the Registrar is to ensure that human resources are utilized and managed effectively and efficiently to meet the university goals.

HUMAN RELATIONS APPROACH TO MANAGEMENT

Good human relations in an organization, for it to function effectively and efficiently cannot be over-emphasized. It provides knowledge on how people interact and respond in different organizational situations in an effort to satisfy their needs and in the process meet organizational goals. The chief administrator’s ability to understand his staff and their problems, and his belief in and the practice of democratic leadership will go a long way to make him succeed in his supervisory and administrative task. The effective operation of any organization depends on the Human Resources in that organization. Unachukwu (1997), implicitly states that Educational Administration is concerned with the mobilization of the efforts of people for the achievement of educational objectives. It is therefore imperative that the Registrar cultivates the habits of Human Relations in his odious administrative task. Edem (1987), observed that the difference between the ideas of the Efficiency movement and those of the Human Relations movement was that of the former emphasizing getting most out of the worker, even to the extent of requiring him to subordinate his interest and needs of those in the organization, while the latter emphasized the humanitarian aspects which sought to satisfy the needs of the worker, minimize his frustrations and increase the level of job satisfaction.

According to Mary Follet,(1964), a prominent pioneer of the Human Relations movement in the National Society For The Study of Education, she stated that the real service for business men is no t just the production and distribution of manufactured articles, but to give an opportunity for individual development and self-actualization through better organization of human relationships. The process of production is as important for the welfare of society as the product of production. Follet perceives administration as a shared responsibility, asserting that organizational structures should permit a free interplay of ideas in order to minimize the rigidity of hierarchical structures; but warned that shared responsibility should not be construed as being synonymous with laissez-faire and absence of focal points of reference.

Unachukwu (1997), itemized the human relations movement stress as thus:

1. Human relations focus on workers as human beings rather than as

producers.

11. It focuses on the development of morale and individual.

111. Human relations emphasize paying attention to workers as human

beings in an informal associations within an organization.

1V. Human Relations led to the policy of consultation of participation by

Workers.

V. Human Relations approach led to the diffusion of authority which led to

a wider participation in decision making. It led to a decentralized

approach to organization rather than centralization. This explains why

committees are used as tools for decision making.

MOTIVATION AND ORGANIZATIONAL BEHAVIOUR

Without human resource, there can be no organization. These human resources are in two categories: Management and Subordinates.

Okonkwo (1997), is of the view that workers and their needs should be uppermost in the minds of the leadership of any organization. In other words, poor management of human resources in an organization will lead to ineffectiveness or collapse of the organization. Edem (1998), states that the Barnard-Simon theory of motivation recognizes the relationship between the satisfaction by organizations of the needs of workers and the workers productivity. The theory assumes that workers will perform satisfactorily well if their needs are met. Nwankwo (1982), opines that the more the needs of workers are satisfied within the organization, the more they are motivated to work and thus satisfy the needs of the organization. To motivate a worker therefore is to propel, impel and energize him into action that will lead eventually to the achievement of organizational goals. Thus motivation is primarily concerned with spending effort towards a goal. Leavitt (1972), provided motivation model from three basic premises:-

(I) Behaviour is caused: The things we do, do not just happen. There

always underlying factors

(11) Behaviour is directed: In the ultimate sense, there aimless behaviour.

(111) Behaviour is motivated: Underlying what we do are motives and

drives which provide us with the energy to attain goals or at least to

move in the direction of goals.

These three premises help a lot in understanding the behaviour of workers in an organization. When Adam Smith conceptualized the economic basis of human motivation, it was his opinion that people work primarily for money and are unconcerned about social feelings, and are motivated to do only that which provides them with them with the greatest reward. This approach has been criticized because its view of man is dehumanizing. Money may not be the only primary source of rewarding behaviour in an organization as there is limit to which money can be used in motivating workers. According to Argyle (1972), People can become committed to the goals of the organization as a result of participating in decision making in their work place or co-partnership schemes or through their relationships with groups or supervisors. Commitment could also come through the job itself. For example through ones achievements, recognition, responsibility and professional growth. All these are motivators that would energize human resources to meet organizational goals and objectives. The ability of the educational manager to therefore plan and organize human resources effectively, motivate and control the staff is crucial to the effective and efficient management of the university. This is because good human resource management practice not only helps in attracting and retaining the best of staff, but also motivating them to outstanding work performance. Lack of motivation in work situations has serious effect on job satisfaction and when job satisfaction is absent, the worker might soon leave the organization. Saiyadanin (1999), supporting states that advancement or changing one’s status reflects when this growth is not experienced, the staff member becomes frustrated and dissatisfied.

CONCLUSION

Basically, the Registrar who is the Chief Administrative Manager deals with human beings at various levels. Administration at all levels involves effective planning, organizing, supervising, controlling and evaluating. It is therefore his duty too co-ordinate all activities in the registry to meet the university’s mission and mandate. Attempt has been made to understand the meaning of human resource management as the understanding of human behaviours, their needs, aspiration in an organization and developing strategies to accomplish these needs and aspirations. Knowing that if these needs are neglected, it could lead to failure in achieving set goals for the university system. This paper has also shown that organizational behaviour is not just the study of the systems, processes, and structures in an organization. But also the systematic study of individuals’ behaviour in an organization. It should be understood that these individuals work with external and internal environments which are psychological and sociological in nature. University administrators should therefore deal with staff individually and collectively with a view of understanding them deeply. To this end, it has therefore becomes necessary for university registrars to advocate the use of good human relations so as to ensure effective and efficient administration in universities. This paper has also traced the need to motivate workers not only through monetary means but also to recognize the individual’s worth and enhance their feeling of responsibility and achievements

References

Argyle M. (1972), The Social Psychology of Work. Penguin

Akpakwu A.O.(2003), Human Resource Management Towards Stable Higher Institutions. ‘Benue State University Of Education Journal, Vol4 No.1

Dale E. (1978) Management Theory and Practice. Tokyo: Mcgraw-Hill, Kogakusha Ltd.

Y and other work organizations. Calabar, Nigerian Educational Publishers.

Denga, D.I. (1996), Human Engineering for higher productivity in industry

Ede .S. A. (2000) Educational administration and management, Jos, Nigeria: Ichedum Publication Nigeria, Ibadan, Nigeria, Spectrum Books Ltd.

Edem D.A. (1987), Introduction to Educational Administration in Nigeria. Ibadan, Spectra Books limited.

Leavitt H.J. (1972), Managerial Psychology, 3rd Edition. Chicago, University of Chicago Press.

Nwankwo J. (1982), Educational administration, Theory and Practice. Vikas Publishing house PVT Ltd., New Delhi

National Society for the Study of Education. (1964), Behavioral Science and Educational Administration, The Sixty-third yearbook, part 2 (University of Chicago Press, Chicago.

Okonkwo S.N. (1992), An analysis of selected factors in Relation to Academic Staff Utilization: A case study of Anambra state colleges of education. An unpublished Ph.D Thesis, University of Benin, Benin City.

Unachukwu G.O.(1997), Human Relations and School Administration.

“Dynamics of Educational Administration and Management: The Nigerian Perspective”, edited by A. N, Ndu, L.O. Ocho, and B.S Okeke, Awka. Meks Publishers

Okonkwo S.N.(1997), Job satisfaction and the Work Behaviour of Nigerian Teachers, Akwa Meks Publishers.

Ocho L.O. (1997), Administration and Leadership in Education

Awka. Meks Publishers

Saiyadain M.S.(1999), Human Resource Management. New Delhi: Tata McGraw – Hill publishing company.

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Business Growth in Relation to Management of Human Resource

Running a business is no easy task especially during its initial years, and any business owner can attest to this fact. Research has shown that most businesses crumble during their first five years of operation. The problems faced by business owners vary, from lack of capital to inadequate cash flow among other factors. It therefore becomes imperative for someone thinking of going into business to strategically plan before plunging into business.

The one major factor that has truly frustrated the growth of many businesses is the management of human resource. It can be quiet tricky to entrust the running of your business to another person especially when they are not in line with your desires. Therefore, it is important that your workers understand the vision of your business from the word go.

Do not be selfish but talk to your staff periodically and share with them your goals, and do not forget to involve them in your scheme of things in terms of them benefiting from the business. This will make them have a sense of ownership and work hard towards making sure the business flourishes.

One way of doing this is by offering training to your employees on product knowledge, communication skills and of course customer care proficiency. These are the skills that are required to maintain and even acquire more clients hence business growth.

When you make money remember to plough most or part of it back to the business. This can be done before your business reaches auto-pilot mode, where you do not need to be present for your business to run efficiently. Before then also give it the uttermost attention especially the first five years. Your business has the capacity to become international if you nurture it carefully.

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Ethics On Human Resources Management

The human resources plays an important role in building an ethical environment in an organization. Every action taken by the HR department can be held responsible if they do not comply with the ethical standards. It is important for the employees to adhere to ethics, it is equally important for the HR to build the standards of ethics.

ETHICS IN DECISION – MAKING:

An individual can use three different criterions in making ethical choices. They are

Utilitarian Criterion.
Whistle Blowers.
Justice.

Utilitarianism is to provide the greatest good for the greatest number. It is consistent with good goals like efficiency, productivity and high profits.

Rights calls on individuals to make decisions consistent with fundamental liberties and privileges as set forth in documents such as the Bill of Rights. An emphasis on right in decision – making means respecting and protecting the basic rights of individuals  such as the right to privacy, to free speech, and to due process. Use of this criterion would protect “whistle – blowers”. Whistle blowers are individuals who report unethical practices by their employers to outsiders.

A third criterion is justice. This requires individuals to impose and enforce rules fairly and impartially, so that there is an equitable distribution of benefits and costs.

A focus on utilitarianism promotes efficiency and productivity, but it can result in ignoring the rights of some individuals, particularly those with minority representation in the organization. The use of rights as a criterion protects individuals from injury and is consistent with freedom and privacy, but it can create an overly legalistic work environment that hinders productivity and efficiency. A focus on justice protects the interests of the under represented and less powerful, but it can encourage a sense of entitlement that reduces risk – taking, innovation and productivity.

Ethics are being regarded as crucial in the external self – presentation and public perception of organizations. HRM plays a vital role in introducing and implementing ethics. This paper tries to focus on ethical and non – ethical situations faced by the Indian HR managers. Ethical considerations are important for organizational decision making. People with high ethical standards are less likely to engage in unethical practices, even in organizations or situations in which there are strong pressures to confirm.

Because ethical people essentially avoid unethical practices, managers should be encouraged to screen job candidates to determine their ethical standards. By seeking out people with integrity and strong ethical principles, the organization increases the likelihood that employees will act ethically.

ETHICAL ISSUES:

The attitude of a business towards its employee’s acts is a litmus test for its ethical character. The relationship between the business and its employees is based on the employee contract.

An ethical organization follows the principle of ethical selection for hiring prospective employees. According to this principle, an organization should hire a person who is expected to contribute the maximum towards enhancing long – term owner value.

According to the principle of ethical selection factors like age, gender, religion and nationality are irrelevant for hiring a person.

ETHICAL TRAINING:

Ethics are based on values, and value systems are fixed at an early age. By the time employers hire peoples, their ethical values have been established. The critics claim that ethics cannot be formally “taught”, but must be learned by example. Ethics training would be effective because helps employees to recognize ethical dilemmas and to become more aware of the ethical issues underlying their actions and it reaffirms an organization’s expectations that members will act ethically.

HR RELATED SECURITY BREACHES – ANALYSIS & PREVENTION:

MAJOR CAUSES:-

Inadequate internal controls
Poor hiring practices
Diluting hiring policies informally

PREVENTION METHODOLOGIES:-

Effective pre – employment screening.
External/ Client audit review.
Improved security measures
Train internal auditors.

MANAGERIAL ETHICS IN INDIA:

Indian managers experience a clash between the values acquired from their education and professional training and those drawn from Indian culture and society. Values drawn by Indian managers from their training mirror training mirror emphasize on western instrumental rationality and rule following, whereas the values drawn from family and community emphasize affiliation and social obligation.

Western management assumes a preference for the ethical puzzle stance. Accountants, for example, have been trained to work in a rule governed manner. Within their job roles, Indian managers may express Indian social values.

ETHICAL ISSUES AT WORK:

critical if high – standards are to be upheld and if consistent practices are to be achieved. The liberalization of the Indian Economy has created opportunities for increased collaboration between Indian managers and those from collaborating countries. In this context, the importance of professional ethics of managers, employers, and everyone involved in global transactions has increased. Values drawn by Indian managers from their training mirror emphasize on western instrumentality and rule following, whereas the values drawn from family and community emphasize affiliation and social obligation.

There is a possibility that managers may exhibit stress in dealing with the clash of values within their managerial roles. The value conflicts that Indian managers experiencing can be illustrated by the issues of redundancy and down sizing. Downsizing is a deliberate attempt to improve organization.

Indian managers experience tension between their private ethical beliefs and those they are required to apply at work. They regard family and social connections as an important aspect of conventional ethical thinking.

The need for global organizations to establish ethical principles for decision makers in countries such as China and India, and modifying them to reflect cultural norms, may be

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