MANAGEMENT OF HUMAN RESOURCE:EMERGING CHALLENGES

Dr. AJIT KUMAR GHOSH Reader, Department of MBA(HR) Centre for Management Studies Burdwan University ( Ex. H.O.D of Commerce B.U)

Human Resource Management

CONCEPT
It is a new concept evolved from the earlier concept Personnel Management.

It considers people as resource/ assets It subscribes to the notion that people are different from non- human resources It is basically, a strategic approach to procurement, motivation and development of human resources and also conduct of relationship between the two parties (i.e. employer and employees) in an organization. Michael Armstong (1999) asserts that human resource management is a strategic and coherent approach to the management of an organizations valued assets ie people who individually and collectively contribute to the achievement of its goals.

EVOLUTION OF HR CONCEPT
Human resource concept has emerged from slave concept.

Slave concept
Labour was treated as commodity.

Master servant concept

Workers were no more than servants.

Welfare concept
Management were under impression that productivity could be Increased if some welfare measures like providing some health, benefits, rest rooms, safety measures were taken.

Paternalistic concept
Management tended to manifest father like attitude like do the job, I tell you to do as I look to your problems .

Philanthropic Concept
The concept is based on the philosophy that workers are human beings.

Human Resource Concept

Workers are regarded the most valuable assets of an organization and the success of an organization depends on the development of HR.

SLAVE CONCEPT

MASTER SERVANT CONCEPT

WELFARE CONCEPT

PATERNALISTIC CONCEPT

HUMAN RESOURCE CONCEPT

PHILANTHROPIC CONCEPT

Fig 1, Evolution of HR Concept

Evolution of human resource management

HRM has originated / evolved from health and happiness concept, ie major function of management was to provide help, assistance and guide to the employees for maintaining health and making them happy .

Health & Happiness (Prior to 1931)

Welfare (1931-1946)

Personnel Administration ( 1947 1959)

Human Resource Management (1984 onward )

Personnel Management ( 1960 1983)

Fig- 2, Evolution of HRM

Health and happiness : ( prior to 1931)

The main task assigned to the department was to ensure performing of some ritual activities like arranging picnic, giving farewell to the retirees, looking to personal problems, providing some health benefits etc.

Welfare (1931-1946)

Submission of the report by the Royal Commission of Labour in 1931. The necessity to provide the welfare facilities was felt during Second World War.

Personnel Administration ( 1947 1959)

Enactment of the vital labour laws like Industrial Disputes Act, 1947, the Factories Act , 1948, Employees Provident Fund and Miscellaneous Provisions Act, 1952, were enacted.

Complying with various provisions of labour laws, to deal with the personal matters, welfare, health and safety problems, industrial dispute etc. Appointment of welfare officers in terms of provisions under the Factory Act 1948.

Personnel Management ( 1960 1983)

Emerging Five central unions ( INTUC, AITUC, HMS, UTUC, CITU) in industrial settings with different charter of demands. Submission of the report by the National Commission on Labour submitted its report in 1969. Enactment of labour laws such as the Maternity Benefits Act 1961.the Apprentices Act 1961, the Payment of Bonus Act 1965. the Payment of Gratuity Act. 1972. Strengthening personnel department with much more authority , recognition, support, power to the personnel professionals.

Human Resource Management (1984 onward )

Emerging HRM approach has emerged due to change in the product market environment. Facing challenges, to survive, grow and develop in the market, to obtain competitive advantages in the market. Giving importance to the employees to contribute as world class workforce

Perspectives of Human Resource Management

Human resource management can be viewed from different perspectives

Growth perspective

Workers are recruited in organization to perform, to give their best to attain excellence. Workers need to be treated as assets, resource, the most important partners of the company.
People in the organization have their social base formed during formative child hood through nurturing process. In the process of rearing and bringing up they developed a feeling to perform jobs by being involved, when they observed that the family activities viz. ritual performance, family festivals were performed by the family members through a process of involvement, participation. Satiation of social need can be made if workers are treated as resource, assets.

Social perspective

Psychological perspective

An employee can perform well when his esteem need is satisfied. This can be possible if the management treat employee as assets, essential partner of the company.

Organizational perspective

Every organization intends to survive, grow, develop and to make a place in the market. Organization needs to face fierce, aggressive competition, confront to very difficult challenges to obtain competitive advantages. All these need to consider employees as human resources, the very important part of organization.

Fig- 3, HRM FROM VARIOUS PERSPECTIVE

PSYCHOLOGICAL PERSPECTIVE

HUMAN RESOUR
SOCIAL PERSPECTIVE

MANAGEMENT

GROWTH PERSPECTIVE

ORGANIZATIONAL PERSPECTIVE

Requirement for a Reservoir of Loyal, Committed, Contented Employees :

Loyal, committed, contended workforce is a necessity for an organization.

for increasing production for improving quality for facing challenges for obtaining competitive advantages. for expansion and diversification of business for providing customers delightment for growth and development of organization for attaining business excellence and achieving organizational goals for providing value added activities .

How to make the Reservoir of Human Resources ?

A reservoir of loyal, committed and contented workforce can be made through the functional activities Procurement / employment Motivation / compensation Development Maintenance and / Industrial Relations

Procurement activities consist of

HRP Recruitment Selection Placement Induction and reorientation

Compensation and/ Motivation activities include

Wage/ salary administration Welfare, employee benefits and services Social security, medical benefits

Development activities consist of

Employee training and development Performance appraisal Potential appraisal Career planning and development Employee counseling OD

Maintenance and / industrial relations activities include

Discipline management Grievance Redressal Procedure Collective Bargaining Trade Unionism Employee involvement, empowerment, participation Quality circle Establishing and promoting a culture of openness, confrontation, trust, authenticity, proacting , autonomy, collaboration and experimentation. (OCTAPACE) Sound labour management relationship.

Emerging Challenges in HRM

In the changing environment arising out of LPG situation a lot of challenging issues emerge that need to be faced by HR professionals. The challenges in HRM include

HR role in corporate community relationship HR to provide competitive advantages Need for IHRM in the wake of globalization Balancing work and family Retention of committed , contented , loyal employees Containing costs Retraining, multi - skilling , IT skilling and effective utilization of HR. Enhancing QWL Cultural diversity. Contractual activities Managing personalized service Managing flexi time. Down sizing of employees strength. Employee empowerment Mechanical dyadic relationship Job sharing Sabbaticals

THANK YOU ALL