Strategic to Human Resource Management

Strategic to Human Resource Management



The success of any organization depends on the quality of its human resources. Human resource are the most important and valuable assets, every organization has in form of its employees. Dynamic, competent and motivated human resource build dynamic organization and enable organization to achieve its goals. An organization’s performance and resulting productivity are directly proportional to quantity and quality of its human resource. In the management of 4 M’s, most important M is men or human resource. Therefore, an organization should continuously ensure that the dynamism, competency, motivation and effectiveness of its human resource remain at high level, which requires sound human resource management. In fact, one of the fundamental activity area of management is the management of human resource.

When we look at the history, personal management evolution can be derived as follows.
1890’s – 1913 – Welfare officer
1914- 1939 – Labor manager
1945- 1980 – Personal management
1980- 1990 – Human recourse management
1990 onwards – Human capital
This evolution is highly influenced via human relations schools by Mayo (1933) and Mcgregor’s (1960) recognition of both the organization and the individual.

With this evolution below three concepts were involved managers to think human resource as an “asset” from personnel as a “cost” to the business.
1.       Taylorism – Production efficiency methodology that breaks every action, job and task into small segments that can be easily analyze.
2.       Time and motion – Time study developed in the direction of establishing standard times, while motion study evolved into a technique for improving work methods. These two are integrated.
3.       Fordism – Focused on minimizing the cost while achieving higher productivity by standardizing the output. This concept was developed based on Taylorism.
As we said Human resource management is a process of controlling and monitoring. Generally accepted definition for HRM is,
                “a strategic, integrated and coherent approach to the employment, development and well-being of the people working in the organization.” (Amstrong, 2014.)

To increase efficiency of people, the manager must lead, motivate and inspire people.

According to the Harvard model, to maintain and improve long-term consequences such as individual well-being, organization effectiveness, below points needs to be more strategic.
·         Situational factors
·         HRM policy choices
·         Stake-holder interesting

Ulrich’s three-legged stool describes there should be a small, corporate HR team that is responsible for the functions as a whole and provide strategic decisions.
·         Shared services activities
·         Business partners
·         Centers for expertise

These were later elaborated into 5 functional aspects.
·         A strategic partner
·         A functional expert in administration
·         An employee advocator
·         A human capital developer
·         A leader – contributes organization’s leadership function

HRM polices may differ according to people, culture, knowledge and situation. Set policies at the initial stage would be a path. With the base of universalist, managers may make choices at contingent scenarios. Universalist set guidance for contingencies.

When comes to strategic HRM, it is the practice of attracting, developing, rewarding and retaining people for the benefit of individual and organization as a whole.

Practical scenario at MAS (Linea Clothing)
From 2007 we have developed a concept called TLGL. Where the culture is changed in apparel field. And value adders are recognized and highlighted. This is a strong strategic HRM process which we recruit the cream and develop and retain the people we have recruited.
When we look back from 2007 to 2017, we have gain a huge benefit and retained the people over the time (reduced labor turn-over and maintain a well-efficient carder). And development of strategic HRM is visible at Linea Clothing which the entire MAS group is implementing at their plant level.

    References

Ø  People and Organizations: Principles and Practice in Global Contexts, Strategic to Human Resource Management

Comments

  1. UnknownNovember 28, 2017 at 9:38 AM

    Excellent write up but where are the in-text and full references this is important

    ReplyDelete
  2. pathumcs84November 29, 2017 at 9:02 AM

    Good write up.good flow.good example.as doctor said,references are most important thing in academic writing.I think without good references whole essay not valid.

    ReplyDelete
  3. Dimuthu ThammitageDecember 24, 2017 at 5:23 PM

    Nicely done in an interesting manner. Facts have gathered in many contexts and finally you have not forgotten to match it with your own context.

    ReplyDelete
  4. Vikum From Sri LankaJanuary 9, 2018 at 8:26 AM

    Highly informative essay. Useful overview of historical evolution of HR management. Supplemented as usual with an interesting example from author's own work place.

    ReplyDelete

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