Introduction:
Human resource management (HRM, HR) is a process to
manage employees in a
organization. This deals with employment issues
according to the law and with the
organization’s directives.
This includes many fields in a company like staff
hiring, staff reentering, pay settlement,
setup management performance, and change management.
This is the most common and
rational explanations of Human Resource Management.
The second one is considered as modern definition of
HRM which includes people manages
in macro prospective way. It means managing people
in collective relation between
company’s management and its employees. This is what
focuses main objective of HRM.
Thus main HR function is to make people’s
relationship ‘employment relationship’ to both of
employees and management.
So HRM fulfills all the management objectives of
providing and managing them in best
relationship way to monitor and control them. Human resource
management deals with
different processes to achieve different goals. For
this there is always department HR in an
organization.
• Trained workers planning
• Emplyoment (Recruitment)
• Skilled Management
• Trainign and improving development
• Payroll (Wages and Earnings Compensation)
• Employee Befits
Now the question is ‘Is this management leadership
is open source to everyone to learn and
achieve it or its limited to few peoples with
personal born qualities for it?’
Objectives of HRM:
HRM objectives are goals or set targets of an
individual or organization. These objectives
have two major parts.
Primary Objective:
• Main purpose or goal of HRM is to establish man
force for organization to
achieve its goals.
• It is a relation between members of an
organization with organization
according to special personal interests through
money or without it.
• They try to promote comfort ability in society and
community by serving
customers honestly and trying to protect its
customers especially children,
women or aged people.
• By utilizing Human Resource accurately,
effectively and properly.
• To develop respectable relationship between all
members of an
organization.
• To develop living standards of all members of
organization.
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•
To establish moral environment for humans inside
organization by
providing all medical facilities so that employees
may not injure or sick by
working for a long time.
Secondary Objective:
• Secondary objective is to achieve all primary
objectives by means of
economically, effectively and efficiently.
Characteristics of HRM:
Human resource management has its major duty to
manage people in a
organization.
• Its deals with both type of employees individual
and group.
• Human resource management (HRM) tries to help employees
to promote
their potential and capacity so that they get
maximum satisfaction from
their work.
• It is main part of general management and its
braches and roots are
throughout whole organization.
• HRM is continuous type by nature.
HRM can only gets its exact meaning when its applies
continuously and throughout at
all levels of organization.
Leadership is mostly misunderstood in Managerial
sense. Individual managers are
normally taught as they are superior to other
employees with some extra ordinary
qualities (That is not a guide example for
followers). Usually change in company comes
to know only how leaders push it to come out.
However we should not underestimate the abilities of
leaderships. We always need in
certain conditions of business these type extra
genius leaders to control such situations.
It is important to have very necessary qualities, in
fact there are some special roles for
this leadership to be performed on desires
occasions.
Northouse (2006) proposed
that Managers may be or may not be rulers and vice
versa. Some other writes also differentiate the
nature of management and nature
of leadership. As we know one individual works as
manager and next as leader. We
should not assumed that leadership is lower level as
most often we see employees and
managers works upper level. Tichy and Devvana
represent this stage of leadership in
free stages of drama. There is another ethical issue
of such great powers in one man
hands.
One question also come out do all organizations
needs such leaders. One more different
idea of leadership is given by Fulop (1999)
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Fulop (1999) indicate the
changing factors in an extremely disorderly environment, the
compliance by the 1990
dilute the concentration of a top manager of the organization. These
factors include: globalization, which make
centralization more difficult; technology makes it
possible to better information and granting the
modification will appear as the duty of all
levels of the organization - not just the top. They
note with concern coorporate failure, pick
out a few good role in the revolutionary rulers
representatives of the offer, the representative
of such a strong male leadership is no longer
relevant, and that more specific manly leaders
who have more answers correspond to the substance of
inspiration for innovation and
creativeness. Moreover, they propose that the
expansion of cooperation and the growing
stress on knowledge workers shows that workers are
less reactive is the revolutionary ruler.
Stress is now moved away from understanding
mannerism, the way one organizer at the
height of the organization understand how all the
organization's problems can be solved, how
the post - or daring to help the rightful leaders of
a lot of government control over the
Fellows of the organization's position. The prospect
of Applebaum (2003), a comment that
women's leadership more effective way based on the
current team-oriented organizations.
Many rulers with reporters about honesty and
self-effacement, the gift should be an excellent
worker Pick Up and remove the blockade. In this way,
they achieve their goals (for example,
Alimo Metcalfe and Alban Metcalfe-2002,
Collins-2003). The ruling was a revolutionary that
will help others recognize their problems, learn
from the strap can be up to the collective
intelligence of the organization. Fulop (1999) suggest that this means that they are going to
inspire the organization of teaching. Senge (1990) The role of the leading training
organization (see Chapter 12
for further details), see the ruler responsible for originating
inspiring learning organization as an exclusive,
bailiff, and a teacher, instead of the usual
captivating to make a decision. The proposal to
develop the leaders of the organization in
terms of intention, the basic values, vision and
platform in which this philosophy to be
transformed into business decisions. Moreover, he
suggested that the draft job, manager does
not involve workers at all levels. Responsible manager
does not recognize the right plan, but
will inspire ideas in the organization and develop
an effective learning process to achieve
goal. Responsibility of the teacher as a manager
that people have a right to the reality, and the
media, but in reality the staff to help understand
more income. Therefore, the leader of a
guide, teachs and convenience. Leader of the bailiff
on others or influence the management
responsibility for the ongoing work as a servant,
and the sense that they, or their private
meeting to overrule himself after a great interest
in the work of the organization. This role
better, Senge proposed the leader in the game much
more specific idea of the new knowledge
of the ability to never be found - to complete the
share, and this idea requires. Workers are
the ability to promote and test their world views
are required. By the way Hot 'views,, to
encourage the use of the internal inquiry and
"search the way of things' from 'the way we
think, something' we are doing we are doing.
Rajan and van Eupen (1997) a
very well prepared report on the change of leadership.It 49
best business leaders, 50
human resource directors and a postal survey of 375 com
panies
in the services sector was the sum of the
discussions. They questioned the most important
leadership skills during the period of 1995-1997 and the choice of a comparable survey in the
1980s what the results are
compared with Ducted. They found that the critical skills inspiring
confidence and skill and ability, desire and
self-discipline visioning followed by strategic
thinking in entrepreneurial skills and originality
in 1995-7 compared with the saw after
hearing the 1980s for
inspiration. Skills base changes imaginized very well lead changes and
encouraging people to work-related skills reflects
the growing importance. They also predict
the future of traditional masculine and feminine
personality traits will need to balance the
same note.
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Higgs (2003) argues that
leaders need the skills and personality is a combination of:
envisioning, engaging, enabling, testing, and
developing skills, with the needed authenticity,
integrity, self-confidence and self awareness will.
View Heifetz and Laurie (1997) with
a slightly different approach to the heroic leadership has
launched six new rules, and they proposed the name
of the lead and it's all about learning new
ideas and the same few people not a good idea to
add. Now companies and organizations are
much larger than in the past, no need for a manger
at the top of the head to solve a particular
the issue, now has so many problems that a person
can not handle all of them. The duty of
all employees to their manager who will handle all
responsibilities not understand. Only
employees of the manager role is to develop
confidence between the collective.
See Case 14.1
websitewww.pearsoned.co.uk companion book / Torrington. These thoughts
lead are very nice, but they require a change in
thinking a hit for both leaders and followers.
For heads of the possibility of losing power, learn
to trust workers, the emergence of new
skills, develop a different perspective on their
role and the overthrow of their own interest.
For fans, it is difficult to accept responsibility -
that some may enjoy, but others avoid. If,
however, continue to use the mind is based on human
capital and collective intelligence, it is
difficult to reduce the level of the view "just
ideal."
While the leaders have shown, through which fit the
current climate, we need bold
leadership. Kets de Vries 2003,
the point that bold leadership will never die, that change
makes people nervous, and we need bold leadership in
a quiet low, but because nobody
can live up to the fearless leader they hope will
eventually become a disappointment.
We conclude with the idea that there is no one best
way - different leaders and different
leadership behavior must be at different times. For
example, a mixed approach to case
management, see the companion site 14.2,
www.pearsoned.co.uk / Torrington, about Tim
Smit from the Eden Project.
HRM Responsibilities:
HRM is has seven major responsibilities which are
seem to be unrelated to it. These are
below
1. Attraction: Make out
job requirements; estimate the workers and skill mix
requirements.
2. Selection: Finalize
selections of job seekers to choose most perfect from them.
3. Retention: Mark out
conditions and requirements for best performance winning
reward and try to provide healthy conductive
environment for work.
4. Development: Facilitate
employees and improve their knowledge, abilities and other
necessary characteristics.
5. Motivation: Develop new
techniques to motivate and satisfy individuals, make job
easier by friendly environment.
6. Assessment: Check
continuously employees performance, attitude and behavior.
7. Adjustment: Such
activities to attain and intend to maintain with its culture and
environment.
Human Resource Functions:
HRM (leadership) includes different activities most
important of them is find out staff needs
of that organization and make proper arrangements to
fulfill these needs. This must be done
in such assurance that staff is completely dedicated
and self motivated and high performer.
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The main role of HRM to plan out administrator
policies, develop programs design ways to
use best of human resources.
The main areas where HRM works are
1) Planning 2) staff managing 3) Developing
employees 4) maintenance of employees.
These four and their related depart share common aim
of competent employees with specific
skill, knowledge, education, experience which is
needed for company’s goals.
Managerial Functions:
HRM (leadership) strategy:
Leadership strategy means how to regulate scientific
functions of HRM. In any organization
its HRM function to recruitment and selection of
most effective policies, very well
disciplined behavior procedures, policies for
recognition and further more development
policies as its concerned with overall
organization’s strategy.
This strategy can be divided into two main
categories:
• Peoples strategy
• HR functional strategy
Research: 1) HRM is limited
to few people:
Who should be leader for management? This is the
very common question since centuries.
What characteristics should be in leader for
successful leadership? So many of us thinks these
are very rare and few people born with these
qualities and it is not accessible to all of us.
Kilpatrick and Locke (1991) analysis
some abilities such as self-motivation, honesty,
confidence, integrity, emotionally flexible and a
lot of knowledge of business etc.
Research: 2) HRM is open to
everyone:
On the other hand many researchers have worked out
that HRM is open to everyone. Human
Resource Development Minister to clarify his role,
production scheduling work, and
measuring production etc. So like if someone is good
at these tasks according to different
roles, some worry he / she is able to lead. To
Goleman (1998) five key components of
emotional intelligence described.
1 . Self awareness
2 . Self regulation
3 . Inspiration
4 . Sympathy
5 . Social Skills
Goleman research is a little bit different as
compare to previous of Kipatrick’s. Goleman
considers what makes an effective leader rather than
what make leader (whether it is effective
or not). Goleman reached and find out that these are
the five abilities that can be learn and
easily adopted to become successful leader.
In the concern of people management is to build a
trust among them, create a friendly
environment.
Conclusion:
After a deep consideration of these two different
types of researches we come to know
Leadership is ability that can be gain or achieve
through different processes by everyone. We
often see challenges in making required changes in
leadership such as thinking, following,
behaviors, activities etc. In spite of all this
there’s been school of thought who proposes
proper plan manage change given to leaders.
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Human Resource Management (Leadership) though
requires some extra ordinary abilities and
qualities but it’s not like impossible to everyone.
Creating friendly environment, managing all
departments, motivate each staff member is some of
key factors of it.
References:
Goleman, D. (1998) "What...
a leader?", Harvard Business Review, November-December,
pp 93-102. Goleman, D. (2000) 'Leadership that gets results ", Harvard Business
Review,
March-April, pp 78-90.
Kilpatrick and Locke (1991),
Blake and Mouton (1964),
Northouse, P. (2006) Leadership
- Theory and Practice, 4th ed. California: Sage.
