Human Resource Management Techniques

1.0

Introduction

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

2.0

Human Resource Management Techniques

Human resource management has so many techniques that can be applied to providing direction for the people who work in the work such as :

a) Employees for lease

Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization.

The employees may in some of the cases fail to covert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called as Employee Leasing Organization. These leasing organizations will be principal employers and send the required number and kind of employees to various organizations on lease basis.

They collect the fee & other charges from various industries & pay the salaries, provide benefits to the employees. The Leasing Company will pay complete

salary and benefits to the employees irrespective of the number of days that the employee is sent to various organizations on lease. This type of agreement is beneficial to the leasing company, specialist employees and the industry. The industry with limited budget can utilize the expert advice & service of most competent human resources

b) Moonlighting by employees

This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.

Moonlighting by employees affects almost all the functions of Human Resource Management. The effects of Moonlighting would be mostly negative & it poses challenges to the personnel manager.

Presently very limited number of employees does moonlighting, but the number of employees will go on increasing due to change in employee values & expectations. Management will have to take all possible care in selection process about the possibility of moonlighting by the prospective candidates.

c) Dual Career Groups

There has been a tremendous increase in the number of female employees in all types of organizations due to:i. ii. iii. iv. v. vi. Increased career orientation among woman in recent years. Creation of variety of jobs. Higher level commitment Better performance. Less demanding & agitative oriented. Economic freedom

vii. viii.

Better social status Aspirations for quality of work life

Due to dual career groups, both wife & husband will be loaded with grievances & problems as both of them share their problems, both at work and off the job. In view of overloading of the problems to both the members in dual career groups, they spend heir time and energy in solving the problems or in getting the grievances redressed for both the parties. So, there will be possibility of less commitment to the work 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, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

d) Flexi-time & Flexi-work

The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning.

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

e) Flexi- work

It is a program that allows flexibility in handling the type of work in

various

departments of the organizations in systematic way by the employee during his tenure of employment in an organization. For example, a candidate may be selected as a clerk in the Personnel Department and after two years he may be allowed to take up work in any other department of the organization.

f)

Training & Development

Organizations spend a lot of time and resources in training, developing and educating their employees in tune with the job awareness and organizations' requirements. This is mostly due to the absence of linkage between the industry and universities.

Organizations in future will establish 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 changing the course curriculum depending upon the changes in technology, work methods, production process, activities and so on.

The intake of these institutes depends on exclusive requirements of organization. After the completion of the course, the candidate will be awarded a diploma and absorbed by the organization. This management arrangement will automatically take care of the problem of unemployment and underemployment. This arrangement will also minimize the duration of time to be spent by the candidate in his educational process.

g) Personal File

Personal file which is otherwise known as the open file contains staff documents such as credentials, academic qualifications or certificates, letter of appointment, letter of posting, marriage certificate, certificate of birth or declaration of age, letter of promotion, letter of in-service training.

It also contains all application for request for either annual leave, casual leave, or maternity leave and all requests made by the staff, the school or Ministry of Education in general. Correspondence from the Ministry or any official correspondence in respect of the staff are also kept in the file.

h) Class Attendance register

This is kept in order to have teacher or staff record of attendance to their classes. This is however, important in order to check staff excesses or negligence of duty. The class captain usually completes the form and returns to the principal at the end of the day.

i)

Confidential file

It contains staff confidential matters.

It is generally kept by the Ministry of

Education either at the State or the Federal level. This file contains things like the staff annual performance appraisal (evaluation) form, staff disciplinary cases and others. This could form bases for staff assessment in relation to promotion and any other official appointment.

j)

Appraisal and performance management A performance appraisal is a formal system of review and evaluation of individual or team performance. These are the steps in the performance management process. An important concept of performance management is that it is a continuous process characterized by open communication between employees and supervisors in which feedback is exchanged and coaching is given if needed. The second concept is a clear identification of the link between employees contributions and organizations goals. Before we can begin the performance management process, two important prerequisites must occur. First, strategic planning must be completed because the performance management process builds on an organizations goals. Once organizational goals are established, employee goals cascade from there. Remember, an important objective of the performance management process is to enhance employees contributions to the organizations goals. The second prerequisite is a thorough understanding of the job. This is done through job analysis. If it has been some time since a job analysis was conducted for a position, it may be necessary to conduct a new analysis before starting the performance management process. If you are working with job descriptions that read like the last century, its time to update them if you expect to be successful in todays highly competitive, technology-driven workplace. Once strategic planning goals are established and the job analysis information is current, the performance management process can begin.

Based on this, performance management and appraisal also has been used in class and university. For an example, we had given the assignment by

lecturers or project that need to be done by group. After we got the assignments, we choose the group leader to arrange the segregation of duties. By doing the assignments, we need to understand the assignments

first. The objective, the needed, the aim and overall of the assignments. After that, we make the conversation with group members, and start the conversation with gives and share the ideas of the assignments. Group leader plays a main role same as supervisor, and group members plays a role as employees. Group leader need to gives directions to group members and review works that has been done by group members. The objective of projects and assignments must be reached. To achieve the goals of the projects or assignments, the conversations must continuous.

3.0

Conclusion

All these human resource management techniques are very important to be applied in any organization but must be in proper way because any organization cannot build a good team of working professionals without it. The key functions of the HR management team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more.

4.0

References

New Techniques in Human Resource Management, Rameesha Kalra & Monika Bhatia (2011).

http://www.indianmba.com/Faculty_Column/FC808/fc808.html