Human Resource Management in the 21st Century: Challenges for the Future
Human Resources Management in every firm is the toughest duty of a manager as humans are contradicts with their attitudes, aspirations, assumptions, and psychology. Success of the firm depends on the capabilities of its members. An organization faces most challenges, frustrations, and opportunities which are directly related to the people.
In the present antagonistic world, the staff in managerial level require ample of strategic and conceptual skills. HR managers must have specific competence to preclude developments in technology and make their subordinate staff suitable for the changes in technology that likely to take place. This task can be successful only when the Human Resources Management is fully capable to deal with them. HR managers are protector and counselor of the employees and directly authoritative for potency of the firm.
HR managers are expected to contribute harmony in the work place; this promotes more provocative work atmosphere. Such firms are much targeted by both the job seekers and hunters in their new job searches. Professionalism with integrity and capability make the job holders of human resources to flourish in the challenging environment. Empowerment of employees in an organization enables to make decisions by their own and strive in the managerial decision making as well.
The process of empowerment of employees include requisite training relevant to their job, sharing of common goals and vision with the management, real commitment to achieve the goals, sharing of profits and benefits between the employees and management, and management’s trust on the employees at lower level. Reshaping of Human Resources changes the entire performance of a firm. HR need to focus on acquisition of skills on international qualities of economic, political, and social development. The collaboration between the universities, the public sector, and public training institutions is required to be promoted by the HR to conduct various effective training programs on planning.
In this modern world, every organization carries out the business in various countries. Such multinational companies adopt different strategies to contest in the global market through the people. In this diversity of human resources management, business firms adopt the practices and policies according to the environment and culture. The ecological and ethical challenges, political and economic instabilities, and globalization are other issues which also faced by today business firms.
The 21st century depends on the human resources to face the challenges of industrialization and globalization of business. Despite of having the capital and technology by the firms, the upcoming challenges could be met out through the Human Resources only by the way of motivation and encouragement.
Essay on Human Resource Management!
Human resource management is a separate and specialised function which all managers need to perform.
It is that branch of management which is concerned with the recruitment, selection, development and the best use of employees. Thus, human resource management ensures that every employee makes his maximum contribution to the achievement of organizational goals.
The human resource management that we find today is the result of a number of significant inter-related developments since the era of industrial revolution.
With the emergence of trade union movements, need for a person who could act as an important link between management and workers was strongly felt. Such a role was initially performed by Labour Welfare Officer confined only to the welfare activities of the employees.
With the passage of time, factory system was introduced. Thousands of persons were employed under one roof. The need for employing more and more employees had arisen. And the role for filling and giving people for the organisation was given to a person known as ‘Personnel Officer’. His main function was to recruit, select and place the employees.
As time went by, fast changing technological development necessitated new skill development and training to existing and new employees. Human relations approach recognized people as the most valuable source in any organisation.
The traditional concept of Labour welfare and Personnel Management had to be replaced with Human Resource Management. Presently, all these aspects viz recruitment, selection, placement and labour welfare etc. are concern of Human Resource Management.
Keeping the foregoing in view, it can be concluded that human resource management has replaced the traditional concept of Labour Welfare and Personnel Management.
The main functions performed by Human Resource Management are:
(i) Determining the number & types of employees required.
(ii) Recruitment, selection & placement of employees.
(iii) Providing training to the employees for improving their performance & career growth.
(iv) Performance appraisals
(v) Motivating the employees by providing both financial & non financial incentives.
(vi) Ensuring social security for employees & handling their grievances.
(vii) Defending enterprises from legal complications
(viii)Establishing amicable relations between union & management.
In any enterprise all managerial functions are performed by individuals. No enterprise can function and achieve its objectives in the absence of efficient and competent employees.
Committed, honest, determined and loyal employees are required not only for the growth but also for the survival of organisation. Therefore, human resource is considered as the most valuable resource of an enterprise.
After deciding what is to be done and how it is to be done through planning and deciding the organisation structure, the human requirement of the organisation is assessed.
Staffing function starts with the process of need assessment and goes on to recruit and select people as per the requirement of organisation.
Staffing is also considered as a distinct functional area of management just as marketing management and financial management. Further, success of employees depends upon the quality and stability of the jobs for which they are appointed. Ensuring same is an important role played by the human resource department.
Therefore, staffing is referred to as both viz “a line as well as a staff activity” i.e. an essential function of the management as well as a distinct functional area of management.