ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel
  • »
  • Business and Employment»
  • Business Management & Leadership

Assignment: Human Resource Management

Updated on April 13, 2013

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.

Page 2

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)

Page 3

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.

Page 4

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.

Page 5

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.

Page 6

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.

Comments

    0 of 8192 characters used
    Post Comment

    No comments yet.