Modern Human Resource Management Tips
By Ali Asadii
It has long been realized that the workers and staff in any organization are central to its success. As portrayed by Charlie Chaplin in his classic film Modern Times, human beings had at times been treated as just another machine on a workshop floor. Unlike machines, however, human beings have emotions and feelings. They do work no machine can, and they have to be handled better than machines.
It took some time for business leaders to realize that while individual workers are also a resource available to a company, they are somewhat different from the machinery the company uses.
It was with this understanding that human resource management evolved. Modern human resource management practices ensure that workers and managers are on the same page as far as running the business is concerned. When this happens, you do not need to give explicit day-to-day instructions. The staff knows what they should do, and they are as keen as the CEO to achieve the organization’s goals. If everyone does as expected, the overall risk profile of a business is lowered-largely because its staff can be trusted to do what is right.
You can judge the HRM environment of any organization by a few key factors. In a successful organization, employee absenteeism will be lower, quitting rates will be lower, skills will be higher, and there will be a greater overall willingness to upgrade skills. There will be less need to correct errors because there will be fewer errors in the first place.
Naturally enough, human resource management is a much-studied topic, and thousands of PhDs have been awarded in the subject. An important study by J Pfeffer in 1994 for the Harvard Business School pointed out a few key practices:
� Provide employment security- let a worker be at peace
� Hire effectively- take care about the people you hire
� Train well- don’t assume the person knows; teach employees what you want and show them how to do it
� Share information- don’t let them find out from the newspapers
� Encourage team behavior
� Pay the best that is possible
� Do not create too many layers of hierarchy in your organization
But this is not the last word. There has been so much research regarding HRM that many insights have naturally developed, but a key insight applies to the degree of alignment between the HRM strategy a company follows and its core business philosophy. To cite an example-if you are running an old-age home, your employees have to be geared to handling your clients well. This means that the HR crew will need to instill this ethos into new hires at every step of the hiring and training process.
To sum up the basic issues involved with Human Resource Management, its final aim is to help the organization achieve its goals. As a corollary, since human beings are not machines, HRM needs to follow an interdisciplinary approach to manage its manpower. Many fields of study, such as psychology, sociology, economics, and industrial relations, play a major role in evolving techniques to manage manpower. Modern management theory looks at HRM to be the following:
� A strategic partner to the business
� An administration expert
� A keen listener to employee inputs
� A change initiator to ensure that the business adapts to changing times
Modern businesses have realized that their most important assets are their workers. They are putting into place new practices to ensure that employees can see this change in corporate thinking. Such improved HRM techniques are repaying companies many times over.
Ali Asadii, MBA, MA(IT) is an author, business consultant and owner of Asadi Business Consulting, a management consultancy firm that specializes in guiding small and medium-size establishments in managing themselves efficiently and effectively. For more information contact Ali at email@example.com or via the web at http://www.aprofitmaker.com
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