Primary Functions of Management Principles of Management

And a sense of fairness are also necessary in human resources. Ethics is a concept that examines the moral rights and wrongs of a certain situation. Consider the fact that many HR managers negotiate salary and union contracts and manage conflict.

A divisional organization structures its activities around a market, product, or specific group of consumers. For instance, a firm can operate in the United States or Europe, or sell products focused on a specific group of customers. It runs three different retailers – Banana Republic, Gap, and Old Navy. Although each one operates as a separate entity that caters to different consumer segments, they are all under the company Gap Inc. brand. Pioneering economist John R. Commons mentioned “human resource” in his 1893 book The Distribution of Wealth but did not elaborate. The expression was used during the 1910s to 1930s to promote the idea that human beings are of worth ; by the early 1950s, it meant people as a means to an end .

The strategic role of HR management focuses on attention to enable ordinary employees to turn out extraordinary performance, keeping in view their ever-changing expectations. The key areas of attention is the area of global competition include effective management of key resources , while delivering cost-effective, value-enhancing solutions. Human Resource specialists are responsible for ensuring that all members of the management perform their respective roles concerned with the effective use of human resources. It is important for the HR manager to place his role on the same lines as that of the organization. Within this environment, the HR professional has to be a strategic partner, an employee advocate, and a change mentor to be able to survive the changing environment. Depending on the size of the organization, an HR manager has the responsibility of looking at all the functions that deal with the needs and activities essential for people management.

Diversity will be discussed in Chapter 3 “Diversity and Multiculturalism”. The economy is a major factor in human resource management. HR managers, no matter what the state of the economy, must plan effectively to make sure they have the right number of workers at the right time. When we deal with a down economy, the legal and union implications of layoffs must be considered, and in an up economy, hiring of workers to meet the internal demand is necessary. Not only has job postings in the field but discusses many contemporary human resource issues that may help the manager make better decisions when it comes to people management.

His one of the principal roles is to provide welfare facilities to the employees for their betterment and well-being. You probably have something like this already from when you were assembling your team and had written a job description for each of them. Keep those files up to date as their skills and experiences broaden. Another thing you can do is speak with your team members, get a sense of what’s going on with them on the front lines of the project, and ask if they have any issues. By setting up a routine check-in and keeping updated with your PM software, you get a clear sense of your resources.

Organizational policies, programmes objectives concerning human resource are formulated by him. HR manager helps to procure the right number and right kind of people at the right time, to enable the company to run smoothly, effectively and efficiently and to achieve its goals. He makes a systematic, problem free procurement exercise when workers express happiness, satisfaction and a state of contentment. Resources allocation requires accurate and timely data to avoid bottlenecks that can slow down your project.

Employees of all the 70-plus companies of the group at one time or the other come here to be inspired and to learn to think out of the box.. Develop an organisational culture in which supervisor-subordinate relationships, teamwork and collaboration among sub-units are strong and contribute blog to the professional well being, motivation and pride of employees. “Human resource development is a series of organised activities, conducted within a specialised time and designed to produce behavioural changes.” Management meetings are longer in duration and are focused on planning.

Being able to add value starts with understanding some of the challenges of businesses and finding ways to reduce a negative impact on the business. This section will discuss some of the HRM challenges, and the rest of this text will dive into greater detail about how to manage these challenges. Because health-care insurance will be mandatory, cost concerns as well as using health benefits as a recruitment strategy are big external challenges. Any manager operating without considering outside forces will likely alienate employees, resulting in unmotivated, unhappy workers. Not understanding the external factors can also mean breaking the law, which has a concerning set of implications as well. As a result, managers often try to change their compensation packages to keep people from leaving, when compensation isn’t the reason they are leaving at all.