human resources and management

8/6/2019 human resources and management

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New Techniques in Human Resource Management

By


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Rameesha KalraMonika Bhatia

Lecturers

School of Management

Ansal Institute of TechnologyGurgaon

The field of Human Resource Management is developing very fast & every department of humanrealizing its importance in the smooth functioning of the organization. Innovative techniques are

developed to improve the work culture, so that the employees are motivated to give in their besorganization. There is tough competition everywhere & to survive with grace, one will have to ac

changes in this modern world and adopt the latest human resources practices. Those who refusechange will be left behind & will have to accept defeat. So it is imperative to implement the lates

resource practices in the organization.

The latest techniques in the field of Human Resource Development are:

Employees for Lease: Sometimes the organizations depend upon consultancy agencies or indiv

consultants for their expertise to tap and utilize their expert knowledge. The consultancy agenci

expert advice and the execution of the advice is left to the employees of the organization. The emay in some of the cases fail to covert the know-how into a project. Under such circumstances,

of organizations will emerge, which would be called as Employee Leasing Organization. These leorganizations will be principal employers and send the required number and kind of employees t

organizations on lease basis. They collect the fee & other charges from various industries & pay salaries, provide benefits to the employees. The Leasing company will pay complete salary and b

the employees irrespective of the number of days that the employee is sent to various organizatlease.

This type of agreement is beneficial to the leasing company, specialist employees and the industindustry with limited budget can utilize the expert advice & service of most competent human re

Moonlighting by Employees: This is a situation, which arises among employees on account ofdissatisfaction from present wage & salary structure. They feel that employer enjoys the increas

and that they are being exploited by the employer. Consequently they agitate for hike in wages another part-time job or business simultaneously with that of the original job. This is also known

Double Jobbing.

Moonlighting by employees affects almost all the functions of Human Resource Management. Th

of Moonlighting would be mostly negative & it poses challenges to the personnel manager. Preselimited number of employees does moonlighting, but the number of employees will go on increa

to change in employee values & expectations. Management will have to take all possible care in process about the possibility of moonlighting by the prospective candidates.

Dual Career Groups: There has been a tremendous increase in the number of female employetypes of organizations due to: -

* increased career orientation among women in recent years.

* creation of variety of jobs.* higher level commitment


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* better performance.

* Less demanding & agitative oriented.* Economic Freedom.

* Better Social Status.* Aspirations for quality of work life.

Due to dual career groups, both wife & husband will be loaded with grievances & problems as bothem share their problems, both at work and off the job. In view of overloading of the problems

the members in dual career groups, they spend heir time and energy in solving the problems or the grievances redressed for both the parties. So, there will be possibility of less commitment to

in the organization by both the parties.

Due to this new trend in HR, in a nutshell, the HR manager should treat people as resources, rewequitably, and integrate their aspirations with corporate goals through suitable HR policies.

Flexi-time & Flexi-work: The number of hours in a day, number of days in a week and work

when the worker has to perform is normally stated in the Job Description. The concept of Flexi-tbeen introduced in order to suit the convenience of the workers without affecting the organizatio

functioning. Flexi-time is a program that allows flexible entry and leaving times for employees. Fincreases productivity, decline in absenteeism, and reduction in employee turnover & increase in

Flexi-work: It is a program that allows flexibility in handling the type of work in various depa

the organizations in systematic way by the employee during his tenure of employment in an orgFor example, a candidate may be selected as a clerk in the Personnel Department and after two

may be allowed to take up work in any other department of the organization.

Training & Development: Organizations spend a lot of time and resources in training, developeducating their employees in tune with the job awareness and organizations' requirements. This

due to the absence of linkage between the industry and universities. Organizations in future will

their own educational institutes. These institutes will frame their course curriculum to suit the

requirements of various jobs in the organization as a whole. These institutes will go on changingcourse curriculum depending upon the changes in technology, work methods, production procesactivities and so on. The intake of these institutes depends on exclusive requirements of organiz

After the completion of the course, the candidate will be awarded a diploma and absorbed by theorganization. This management arrangement will automatically take care of the problem of unem

and underemployment. This arrangement will also minimize the duration of time to be spent by candidate in his educational process.

Management Participation in Employees' Organizations: With the formation and recognitioemployees' organizations, the management cannot make unilateral decisions those affect emplo

relationship directly or indirectly. Decisions relating to policies on employment, training, transferpromotion, adoption of latest technology etc. are no longer determined by unilateral action of

management and must now be discussed with the representatives of employees' organizations. on the policies and administration may still rest with management, but they are frequently subje

question and criticism by union representatives under a formal grievance procedure. This technienables the two parties to exchange ideas, opinions, information and knowledge to understand e

other's viewpoint, with an open mind and thereby avoid all misunderstandings. Thus, the managrepresentatives may provide effective plans, suggestions, advice organization and directions for

management and functioning of federations and unions for the common good of both the parties

COLLECTIVE BARGAINING: is an institutional process for solving problems arising directly out


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employer-employee relationships. Through collective bargaining. the two parties become respon

each other. Employees ventilate their problems relating to wages, employee benefits etc. while tmanagement puts forth its demands regarding employee co-operation and commitment so as to

its profits. Thus, the two parties discuss the problem and each party tries to solve the problems other. The scope of collective bargaining is wider as the solutions for common problems can be f

directly through negotiations between both the parties.

COLLABORATIVE MANAGEMENT: It is the general practice that the owners and/or their repremanage the organization. But most of the organizations have started allowing their employees t

participate in management. It is viewed that different parties concerned with the organizational will manage the organization through participation. Such type of management system is referred

'Collaborative Management'. Employee's participation in management was initiated to satisfy wopsychological needs, to develop a sense of belongingness and loyalty to the organization.

RECOMMENDATIONS : -

Change is the law of nature. It is necessary way of life in different circles. Though there may be

discontentment during the early days of change, people learn to meet the changes and adopt thto the changing situations. The management in future will try to:

* Give up authoritarian style of leadership and adopt participative style of leadership.

* Follow human relations approach and partnership approach towards employees.* Encourage creative skills and abilities and reward those talents.

* Shift the emphasis from legal and rule bounded approach* Participate in trade union activities; recognize human resource as a profit centre and as a basi

instrument to earn profits rather than as a cost centre.* Understand the fact that human resource management will dominate all other functional areas

management.

Further, the role of all Personnel Manager will also change. Those changes will be as follows:

* Personnel manager and individual manager will give emphasis on overall development of hum

resources.* Human Resource Management function will be extended to cover career planning and develop

organization and development, organize climate, role analysis, national wage policy, social justic

Today competition is very tough and if an organization has to survive in the race gracefully, it ha

constantly upgrade its skills and sharpen its capabilities. Many new techniques are implemented

organizations to motivate the employees and to help them perform to their optimum capacity. Bthe above-mentioned techniques and many other programs, the organization tries to make the w

and employees more competent, committed & comfortable to do a given job.

CONCLUSION:-

Human resource management is a process of bringing people and organizations together so thatof each other are met. The role of HR manager is shifting from that of a protector and screener

of a planner and change agent. Over the years, highly skilled and knowledge based jobs are incrwhile low skilled jobs are decreasing.

HR Managers should concentrate on the following areas to ensure success: -


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* Use workforce skills and abilities in order to exploit environmental opportunities and neutralize

* Employ innovative reward plans that recognize employee contributions and grant enhancemen* Indulge in continuous quality improvement through TQM and HR contributions like training,

development, counseling, etc.* Utilize people with distinctive capabilities to create unsurpassed competence in an area.

* Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g.is famous for short product development cycles. It has quickly commercialized ideas from its reslabs.

Rameesha KalraMonika Bhatia

Lecturers

School of ManagementAnsal Institute of Technology

Gurgaon

Source: E-mail May 8, 2008

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