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Human Resources Management in a Total Quality

April 26, 2011 in Human Resource Management

Total quality human resources management (TQHRM) is “an approach to human resources management that involves many of the concepts of quality management.” However, the human resource management implications of TQM have still to be subjected to detailed analysis and investigation. The primary goal of TQHRM is employee empowerment. The TQHRM approach focuses on providing employee empowerment through alignment, authority, capability, and commitment. Companies are beginning to realize that employee involvement is critical to product and service quality, and thus essential to the total quality management strategy.

Many organizations that employ a system of Total Quality Management in human resources, etc, are large companies but there is no reason why Total Quality Management theory shouldn’t work in smaller businesses as well.

For the Total Quality Management model to work, everyone in the organization has to get involved. The theory is to work towards using the best possible processes to offer the best possible products to produce the best possible customer satisfaction.

As *Juran states:

“The full potential of employee empowerment is realized in the empowered organization, when employees: align their goals with appropriate higher organization purpose; have the authority and opportunity to maximize their contribution; are capable of taking appropriate action; are committed to the organization’s purpose; and have the means to achieve it.”

Empowerment requires the alignment, authority, capability, and commitment of employees. In order to achieve these goals, Juran has identified several steps that must be taken to achieve each goal.

Alignment. Alignment can be realized if employees:

• Know the needs of customers and stakeholders

• Know, concur in, and be prepared to contribute effort to organization strategies, goals, objectives, and plans

Authority. In order for employees to the have the authority and opportunity to contribute to the organization, the following steps are required:

• Individual authority, responsibility, and capability are consistent

• Barriers to successful exercise of authority have been removed

• The necessary tools and support are in place

Capability. Employee capability can be developed through:

• Organizational training initiatives

• Educational development

Commitment. An organization must earn the commitment of employees through:

• Reinforcement

• Recognition

• Rewards

*Juran, Joseph M, “Human Resources and Quality”: Quality Handbook, 5e, McGraw-Hill, 1999

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Leadership Skills: Make Leaders Within Your Organization

March 18, 2011 in Human Resource Management

Find me a good leader and I will show you a great organization. Great leaders make great nations, great societies, and greater institutions. In organizations, many great leaders have set remarkable standards of achievements. The world still sings praises for great business leaders like Lee Iacocca, Bill Gates, Henry Ford, Donald Trump, Warren Buffet, and more. These great leaders have been a source of inspiration for companies worldwide to surge forward and achieve greater business goals. However, we still find that companies continue to grapple with the problems of mediocrity or low leadership potential among their top rung executives.

Are leaders born or made? Can leaders be created out of ordinary people? What makes a leader? These are not easy questions. Many HR theorists believe that leadership skills are innate and can be honed. Some believe that leadership talent can be created with the right form of leadership training. Several reams of research material have been published on the concept of leadership, the evolution and development of leaders.

Look around you. You have leaders in each area that touches your life. Leadership skills can be found in teachers, office colleagues, or your swimming coach. Leaders have a great way of influencing people’s lives and their thoughts. They motivate and propel people to move in a particular direction.

It is necessary to create leaders for the growth of the organization. An organization that builds leaders is building its business on a sound structure. Finding dormant leadership skills within employees is like looking for a needle in a haystack. You can find leadership skills by if you interpret these signs:

  • Is your employee a protagonist of any sort? Does she like to champion a cause?
  • Does your employee have a history of leadership positions in social and professional setups?
  • Do other employees find your budding leader to be dependable? Do they look for direction or guidance from your budding leader?
  • Does your employee display a high degree of independence? Is she internally motivated?

These and many more signs can reveal the leadership talent in your employees. There are many leadership talent search tools available to help you identify potential leaders within the organization.

We know that leadership styles vary from highly autocratic to highly collaborative. Leadership styles should be in sync with the organizational needs. Individual leadership style should not clash with the organizational leadership style. A harmonious relationship between various departmental heads leads to healthy organizational environment. Leadership conflicts can weaken the structure of the organization. It is rightly described in the proverb: When the elephants fight, it is the grass that suffers.

History is replete with stories of great leaders who built great organizations. For effective leadership, it is important that organizations practice true empowerment of employees. Leadership skills should be nurtured and employees should be given opportunities to rise in organizational hierarchy. Leadership awards, special incentives for leadership potential, leadership competitions are also other methods for leadership effectiveness. Companies should encourage personal growth along. Leadership training programs should be modeled to effect greater leadership talent within the organization.

Source: http://www.hrprofessor.com/article12.html

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Human Resources : Tips for Motivating Employees Video

February 6, 2011 in Human Resource Management, Video

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Human Resource Management Video 1

January 15, 2011 in Human Resource Management

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Significance/importance/need of HRM

January 15, 2011 in Human Resource Management

HRM becomes significant for business organization due to the following reasons.

1.     Objective :-

HRM helps a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc.

2.     Facilitates professional growth :-

Due to proper HR policies employees are trained well and this makes them ready for future promotions. Their talent can be utilized not only in the company in which they are currently working but also in other companies which the employees may join in the future.

3.     Better relations between union and management :-

Healthy HRM practices can help the organization to maintain co-ordinal relationship with the unions. Union members start realizing that the company is also interested in the workers and will not go against them therefore chances of going on strike are greatly reduced.

4.     Helps an individual to work in a team/group :-

Effective HR practices teach individuals team work and adjustment. The individuals are now very comfortable while working in team thus team work improves.

5.     Identifies person for the future :-

Since employees are constantly trained, they are ready to meet the job requirements. The company is also able to identify potential employees who can be promoted in the future for the top level jobs. Thus one of the advantages of HRM is preparing people for the future.

6.     Allocating the jobs to the right person :-

If proper recruitment and selection methods are followed, the company will be able to select the right people for the right job. When this happens the number of people leaving the job will reduce as the will be satisfied with their job leading to decrease in labour turnover.

7.     Improves the economy :-

Effective HR practices lead to higher profits and better performance by companies due to this the company achieves a chance to enter into new brand cialis for sale business and start new ventured thus industrial development increases and the economy improves.

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Challenges before the HR manager/before modern personnel management

January 15, 2011 in Human Resource Management

Personnel management which is know as human resource management has adapted itself to the changing work environment, however these changes are still taking place and will continue in the future therefore the challenges before the HR manager are

1.     Retention of the employees :-

One of the most important challenge the HR manager faces is retention of labour force. Many companies have a very high rate of labour turnover therefore HR manager are required to take some action to reduce the turnover

2.     Multicultural work force :-

With the number of multi cultural companies are increasing operations in different nations. The work force consists of people from different cultures. Dealing with each of the needs which are different the challenge before the HR manager is integration of multicultural labour work force.

3.     Women in the work force :-

The number of women who have joined the work force has drastically increased over a few years. Women employees face totally different problems. They also have responsibility towards the family. The organization needs to consider this aspect also. The challenge before the HR manager lies in creating gender sensitivity and in providing a good working environment to the women employees.

4.     Handicapped employees :-

This section of the population normally faces a lot of problems on the job, very few organization have jobs and facilities specially designed for handicapped workers. Therefore the challenge before the HR manager lies in creating atmosphere suitable for such employees and encouraging them to work better.

5.     Retrenchment for employees :-

In many places companies have reduced the work force due to changing economic situations, labourers or workers who are displaced face sever problems. It also leads to a negative atmosphere and attitude among the employees. There is fear and increasing resentment against the management. The challenge before the HR manager lies in implementing the retrenchment policy without hurting the sentiments of the workers, without antagonizing the labour union and by creating positive attitude in the existing employees.

6.     Change in demand of government :-

Most of the time government rules keep changing. While a lot of freedom is given to companies some strict rules and regulations brand cialis for sale have also been passed. The government has also undertaken the disinvestment in certain companies due to which there is fear among the employees regarding their job. The challenge before the HR manager lies in convincing employees that their interest will not be sacrificed.

7.     Initiating the process of change :-

Changing the method of working, changing the attitude of people and changing the perception and values of organization have become necessary today. Although the company may want to change it is actually very difficult to make the workers accept the change. The challenge before the HR manager is to make people accept change.

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Scope of HRM/functions of HRM

January 15, 2011 in Human Resource Management

The scope of HRM refers to all the activities that come under the banner of HRM. These activities are as follows

1.     Human resources planning :-

Human resource planning or HRP refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.

2.     Job analysis design :-

Another important area of HRM is job analysis. Job analysis gives a detailed explanation about each and every job in the company. Based on this job analysis the company prepares advertisements.

3.     Recruitment and selection :-

Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers. This is recruitment. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of HRM.

4.     Orientation and induction :-

Once the employees have been selected an induction or orientation program is conducted. This is another important area of HRM. The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees.

5.     Training and development :-

Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area were the company spends a huge amount.

6.     Performance appraisal :-

Once the employee has put in around 1 year of service, performance appraisal is conducted that is the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided.

7.     Compensation planning and remuneration :-

There are various rules regarding compensation and other benefits. It is the job of the HR department to cialis for men look into remuneration and compensation planning.

8.     Motivation, welfare, health and safety :-

Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department.

9.     Industrial relations :-

Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

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Evolution of HRM

January 15, 2011 in Human Resource Management

The evolution of HRM can be traced back to Kautilya Artha Shastra where he recommends that government must take active interest in public and private enterprise. He says that government must provide a proper procedure for regulating employee and employee relation

In the medieval times there were examples of kings like Allaudin Khilji who regulated the market and charged fixed prices and provided fixed salaries to their people. This was done to fight inflation and provide a decent standard of living

During the pre independence period of 1920 the trade union emerged. Many authors who have given the history of HRM say that HRM started because of trade union and the First World War.

The Royal commission in 1931 recommended the appointment of a labour welfare officer to look into the grievances of workers. The factory act of 1942 made it compulsory to appoint a labour welfare officer if the factory had 500 or more than 500 workers.

The international institute of personnel management and national institute of labour management were set up to look into problems faced by workers to provide solutions to them. The Second World War created awareness regarding workers rights and 1940’s to 1960’s saw the introduction of new technology to help workers.

The 1960’s extended the scope of human resource beyond welfare. Now it was a combination of welfare, industrial relation, administration together it was called personnel management.

With the second 5 year plan, heavy industries started and professional management became important. In the 70’s the focus was on efficiency of labour wile in the 80’s the focus was on new technology, making it necessary for new rules and regulations. In the 90’s the emphasis was on human values and development of cialis pill identifier people and with liberalization and changing type of working people became more and more important there by leading to HRM which is an advancement of personnel management.

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Features of HRM or characteristics or nature

January 15, 2011 in Human Resource Management

1.     HRM involves management functions like planning, organizing, directing and controlling

2.     It involves procurement, development, maintenance of human resource

3.     It helps to achieve individual, organizational and social objectives

4.     HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics cialis super and sociology.

5.     It involves team spirit and team work.

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Introduction to human resource management

January 15, 2011 in Human Resource Management

Definition (concept for 2 marks) – Edwin Flippo defies HRM as “planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that cialis 40 mg dose individual, organizational and social objectives are achieved.”

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