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The roles of human resource management (HRM) are important in collecting the people who will work to realize the objective of the organization. Through the traditional concept of HRM, the management will recruit and then select the individual who suit in the company preference. Since the HRM is about managing the people, different HR approaches are available for the department to increase the performance of the people. In times, the motivational approach and model of training and development are enhanced to deliver the outmost productivity of people.
Productivity is not the same as profit but the leaders can treat the productivity of an individual as a great source of performance I which they can earn the profit. Through the use of effective management, the organization can experience the ideal performance and duly targets the objective. The aid of technology and management strategies is seconded on the factor that might contribute in the productivity of an individual .based on the previous studies of the researchers regarding the human resource and its management. The HR manager and the staff are the people who are responsible in the promotion, retention or discontinuation of the employee contract. Not because they influence the top management is creating decision, but due to the fact that they handle people and training them, discovering their potentials, and enhancing their performance are their priorities. In this study, there are two problems that seek for answer:
What is the contribution of HRM in the process of optimization and what would be its effect on the HRM afterwards?
Is there any positive effect or influence that HRM on the issues of workforce's productivity?
RESEARCH AIMS AND OBJECTIVES:
The main aim of the study is to investigate the effect of HRM on productivity and growth of organization. In order to facilitate the soft study, it is important to set the objectives which rose into four dimentions.First is to discover the theories and models applied or utilized by the HRM to answer the issues plaguing the management. Second is to determine the extent of communication and collaboration in the organization. Third is to recognize the objective of the organization that can drive the HRM activities towards the productivity. AND fourth is to measure the initiatives taken by the HRM for the productivity and total of organization.
The objectives of the HRM may be as follows:
To create and utilize an intelligent and provoked labor force, to achieve the basic organization goals.
To create and maintain sound organizational structure and attractive working relationships among all the members of the organization.
To make safe the integration of individual or group within the organization by coordination of the individual and group goals with those of the organization.
To create facilities and opportunities for the individual or group development so as to match it with the growth of the organization.
To achieve an effective use of human resources in the achievement of the organizational goals.
To classify and satisfy individual and group needs by providing sufficient and reasonable wage,incentive,employee benefit and social security and measures for challenging work,status,recognition,security,ststus.
To maintain high employees morale and sound human relation by supporting and improving the various conditions and facilities.
To build up and value the human asset continuously by providing training and development programs.
To provide an opportunity for expression and voice management.
To grant fair, suitable and competent leadership.
To offer facilities and conditions of work and creation of encouraging atmosphere for maintaining stability of employment.
SIGNIFICANCE OF HRM:
Human resources are the most important asset of an organization. They are the activators of non-human resources, means for developing competitive advantages and sources of creativity. Companies have boost up their strategic thinking; they have even moved a generation ahead with their organizations. But they still have managers who have been shaped by old models. They are essentially a group of first generation managers whose definitions of roles and tasks, personal skills and competencies, ideas and beliefs about management have been shaped by an earlier model. You cannot manage third generation strategies with second generation organizations and first generation managers to meet the needs of second generation organizations and third generation's strategic thinking.
The above view indicates the role of HRM in industry. Significance of HRM can be viewed in three contexts; organizational, social and professional.
Effective use of human resources to inspire them and to change their attitudes to work and the organization.
To develop people to meet the demands of the work successfully.
To make sure proper recruitment and to retain people in the organization so that right people available.
This aspect aims in achieving the need satisfaction of staff in the organization. It is often said that a happy worker is not only happy in his work place but also at home and in society also.
Hence HRM seeks to achieve the following
Maintaining balance between job and job seekers, taking into consideration job requirements, job seekers abilities and aptitudes.
Providing most creative employment from which socio-psychological satisfaction can be derived.
Utilizing human capabilities efficiently and matching with government rewards.
Eliminating inefficient organizational and individual practices.
This phase involves in developing people and providing suitable environment for efficient utilization of their capabilities and involves the following,
1) Developing people on continues basis to meet the challenges for their jobs.
2) Maintaining the decorum of workers at the work place.
3) Providing proper physical and social environment at the work place.
As guideline in the study, the research question should be followed:
What are the scopes and issues that are present in the contemporary HRM?
How important the participation of the employees and its relations towards the productivity?
What are the expected productivity and growth of the organization?
What are the adopted theories or practices of the HRM in modern organization?
Many research suggested the employee participation can create a significance impact in the work performances. Based on the human resource management (HRM) that actually dominates the filed in handling the peoples. The efficiency comes from the initiatives of the individual to learned and be trained. Therefore, the natural ability of humans to communicate are enhanced that can be seen to reflect in the performances. In terms of the issues of the productivity, the organization can only realize its effect is there is an aggregate growth in the productivity, like the increase in output with less input. Many organizations invest in technology materials and machines that can promote the productivity but we cannot say that all their investment is wasted because there is a sudden shift in the production itself. However, the people are left behind and suggested that the productivity depends on how well the people will manage the production. For an instance, if the organization need to establish a new plant in other places, it is better to deploy the expert workforce than to operate the technologies with a weak team because the success rate will be lowered than expected. In the case, the HRM will take in to action and anticipated to apply their training and development strategies. However, it is also important that the management can address the barriers that might constraints the performance of the manpower.
If HR experts to have a dramatic and continuing strategic impact on a firm's profitability, it needs to rethink its current approach. It must start by shifting its emphasis away from the traditional cost cutting approach and instead focus its time and budget on increasing revenue and productivity. Should HR accept that prespective, then the next step is to become a "consulting center" where HR professional can quick become experts on the effective tools and approach to increase employee productivity. Once HR understand which "people tools" have the desire impact on quality, output, customer satisfaction and motivation.HR needs to provide those tools to manage in such a way that they are easy to use and understand.Next, HR needs to define a set of productivity metrics and measure so it can continually refine and improve the productivity tools it offer to managers. And finally, HR must build up its credibility among senior manager and convince them that HR is an expert in productivity improvement. Once this expertise is established, manager will come to HR first (rather than external consultant) when they need an increase in their department's productivity.