Changing Environment of HRM

The business environment is changing the environment and thus , the environment of human resources. The changing environment of HRM includes the diversity of the workforce , economic and technological developments , globalization, organizational restructuring , changes in the nature of jobs and work , and so on.

Workforce Diversity : Diversity was defined as an attribute that humans are likely to use to say , this person is different from me , and therefore , such factors as race , sex , age, values ​​and cultural norms. Indian workforce is characterized by such diversity that deepens and dissemination of Jay- by - day. It is likely to be more diverse than women, members of minority groups , and older workers flooding the labor market . With the increasing number of women in the workforce due to a combination of factors such as women's empowerment , economic needs , greater gender equality , education, and so on , additional pressures managing a different set of problems in the workplace arose. As such , the number of women is increasing in all areas of life, ie , teachers, lawyers, doctors, engineers , accountants, drivers , parliamentarians, and so suite.

However, increasing the number of women in the workforce has been requiring the implementation of flexible working hours, facilities child care , maternity and paternity leave and now also transfer to the location of the place of posting her husband. In addition, the aging of the workforce , employers will face higher health care costs and higher pension contributions. Overall, the increased diversity of the workforce will place enormous demands on the function of HR management.

In addition, do unanimously a diverse workforce has also become a challenge for the director of human resources. This is because , as several experts said , diversity is marked by two fundamental and contradictory realities now operating with it. One is that organizations say they seek to maximize diversity in the workplace, and to maximize the capacity of such a diverse workforce. The other is that the system of traditional human resources does not allow diversity, only similarity . These experts point out that employers traditionally hire , evaluate and promote the people who fit the image of a particular employer that employees should believe and act like . At the same time , there is a tendency to deviate corresponding those who do not match.

Economic and technological change : Over time , several economic and technological changes have occurred that have changed jobs and professional profile. In India too , there is a perceptible change in the occupational structure of agriculture to industry to services. The new economic policy of 1991 led to the liberalization and globalization giving genesis of multinational organizations with their multicultural dimensions with some implications for HRM .

Technology has become the hallmark of modern organizations . As such, are modern organizations have become technology-based organizations . So to speak , men are replaced by machines . For example, the manufacturing technology has changed the automation and robotics . Advanced manufacturing of this type will eliminate many blue-collar jobs , replacing them with fewer but more highly skilled jobs . Similar changes take place in the office automation , where personal computers, word processing and management information system (GIS ) continue to change the nature of office work.

The explosive growth of information technology related to the Internet has opened many changes in the organization. One of the major changes driven by information technology is that it has accelerated what experts call the "fall of the hierarchy " , ie , managers rely less " stick-to - the - chain of command approach ." yesterday , in the organization of the function This is becauseearlier it used to be , if you wanted information , you had . climb on and through the organization Now we just step in. This is what broke - . . down the hierarchy Now employees do not need to attend a specific work place instead , they can work from their own places / homes across the net . This gave the genesis of a new breed of organizations, called " virtual organizations " ( VO) .

In summary, the economic and technological changes have created an environment quite different from HRM.

Globalization: The New Economic Policy , 1991 . among other things, globalized Indian economy. There has been a growing trend among business enterprises to expand their sales or manufacturing to new markets on board. The rate of globalization in recent years in India is nothing phenomenal. Globalization increases competition in international trade. Finns who previously had competed with local companies must now compete with foreign / competitors businesses. Thus, the world has become a global market where competition is a two way street .

Globalization has given rise to the multinational companies ( MNCs) . Multinationals are characterized by their cultural diversity , increased competition , changes in business practices and so on. As an expert in international trade says, " the bottom line is that the growing integration of the global economy in one huge place , the market is increasing the intensity of competition in a wide range of industries manufacturing and service .

Given these conditions, to draw the world laborforce the formulation of policies for the selection, training and remuneration of expatriate employees have posed major challenges for HRM in the coming years. It stressed the need to study and understand the HRM multinational organizations or international organizations separately.

Organizational restructuring : organizational restructuring is used to make the organization competitive . From this point of view , mergers and acquisitions have become common forms of restructuring to ensure the competitiveness of the organization. Mega- mergers in the banking business , telecommunications and oil have been very visible in our country. Downsizing is another form of organizational restructuring. In the context of organizational change, many organizations have " rightsized " themselves in various ways, such as eliminating layers of managers , plant closing , merging with other organizations or outplacing workers. It has been a practice to flatten organizations by removing several layers of management and improve productivity, quality and service while reducing costs. Whatever the form of restructuring , jobs are redesigned and people affected . One of the challenges facing HRM organizational restructuring deal with the human consequences of change. For example, associated with downsizing human cost was much worse and discussed in the popular press. As such , HRM should focus on the scenario has changed in a unique way and that is not so simple. Thus , the management of human resources activities has become crucial for human resource managers .

Changing Nature of Work : With the evolution of technology and globalization , the nature of jobs and work has also changed. For example , technological changes such as the introduction of fax technology information and personal computers have enabled companies to outsource operations to places with lower wages . There is also a trend towards increased use of temporary or part-time in organizations.

A most significant change in the nature of work is that it has changed manual for mental / knowledge work. Organizations and will give increasing emphasis on human capital , namely , knowledge, education, training, skills and expertise of employees, capital expenditures as physical equipment , machinery and physical facilities . This growing emphasis on education and human capital , among other things , changed the nature of the economy that service-oriented economy. In the economic scenario has changed jobs require a certain level of expertise that is beyond rewarded for most workers , there are 20 or 30 years. This means that businesses rely more on creativity and skills of the employee, ie , the brain power of the employee.

As such , the environment has changed HR . The challenge of change in environment promotes intellectual and human capital management needs of these differently than the previous generation .

Importance of Human Resource Management

Importance of HRM can be treated at four levels as follows:

1-Corporate level
For an effective business HRM leads to their destination, effective and efficient. HRM helps organizations follows.

a. Rent a set of skills and loyalty through effective workforce planning, recruitment, selection, placement, promotion policy and guidance.

b. Employee development by improving the skills and the right attitude of the staff through training, development, performance evaluation, etc.

c. HRM is also concerned with the optimal use of human resources.

d. HRM also ensures that the organization has a competent team and dedicated employees in the future.

Importance at professional Level 

a. HRM also leads to a better quality of life at work, enabling effective collaboration between employees by providing healthy work environment. It also contributes to the professional development of different ways that

b. Providing staff development opportunities employees, Enable healthy relationships between the teams and the division of labor properly to employees and teams.

Importance at social Level
a. HR plays an important role in society, it helps to work in order to live with pride and dignity by creating jobs which in turn gives them social and psychological satisfaction.

b. HRM also keeps the balance between work and job seekers.

Significance at National Level
HR plays a very important role in the development of the nation. Effective and proactive personnel policies lead to exploitation and efficient use of a country's natural resources, material and financial resources. Developed and qualified personnel responsible for the development of this country. When people are under-developed countries are developed as. Effective HRM stimulates economic growth, which in turn leads to the living room and maximum employment.

Objectives of Human Resource Management

Objectives of human resource management can be divided into four major categories.

Social

HRM can contribute ethically and socially manner with respect to the needs and challenges of society. If an organization fails to use its resources for the benefit of society in an ethical manner, it can lead to a restriction of the Company. For example, the company may limit the choices of human resources through laws in hiring, it may limit laws that address discrimination, laws, or other safety concerns.

Organizational
The main objective of HRM is to organizational goals by allowing them to reach effective organizations. HRM is not the end but a means to help the organization achieve its goals

Functional
Functional purpose HRM transactions with contributions from the various departments in relation to their needs and effectiveness in achieving the organization's goal. The whole of resources or expertise Let wasted if HRM is unable to meet the demand of the organization.

 Individual
HRM also deals with the personal goals of the individual and personal and organizational goals can be achieved and to maximize production and achieve competitive advantages. These personal goals are important in order to obtain, retain and motivate employees. If the employee will not lead to dissatisfaction and poor performance in abrasion or low productivity.

  

The objectives of human resource management may also include-

1.To create and use a workforce capable and motivated to achieve the objectives of the basic organization.

2.To establish and maintain a solid organizational structure and desirable cooperation between all members of the organization.

3.To provide an opportunity for expression and voice in management.

4.To a fair, acceptable and effective management.

5.To ensure the integration of individuals and groups within the organization coordinating the various groups and objectives with those of society.

6.To create facilities and opportunities for individual and group development to match the growth of the organization.

7.To provide facilities and working conditions and to create a favorable atmosphere for maintaining stability and growth.

8.To strengthen and appreciate the human assets continuously by providing training and development.

9.To maintain employee morale and healthy relationships by maintaining and improving the various conditions and facilities.

10.To consider contributing to the minimization of socio-economic ills such as unemployment, underemployment, inequalities in the distribution of income and wealth and well-being of society by improving employment opportunities for women and disadvantaged sections of society, etc.

11.To identify and respond to individual and collective needs by providing adequate and equitable wages, incentives, benefits and social security measures and challenging work, prestige, recognition, security, status, etc.

12.To achieve effective utilization of human resources in achieving the objectives of the organization.

HR notes- Job Design

Job design is the process of:

a)  The decision as to the contents of the contract.

b)  Decision methods for carrying out the work.

c)  The decision as to the relationship that exists within the organization.

Job analysis helps to develop the design of design tasks and employment conditions for employment with human qualities to do the job.

Factors affecting the design of tasks: - There are several factors that influence the design of work in the company.

Organizational factors: -

Organizational factors to factors within the organization, job design is related to their influence

Job characteristics: -

job characteristics refer to characteristics of the work, which involved the type of work and tasks because the organization decides how the design work must be done ever. Incase the company was not able to name many people, one job can have many tasks and vice versa.

Process or workflow within the organization: -

There is a certain order, to perform in jobs within the company. Incase the company wishes it could combine similar job and give it to someone what happened, if all jobs can come one after another in a sequence.

Ergonomics 

Ergonomics refers to good work, skills and personal qualities of the individual and providing a desktop environment that the person to complete the work faster and to help in a proper manner.

Working methods: -

Each organization has its own ways of working. Although the work is the same method to do the work differs from company to company. This is called an internship and it affects the design of tasks.

Environmental factors: -

Environmental factors that influence job design are:

Staff availability and capacity: -

Some countries face the problem of shortage of skilled workers. You are not able to staff some level of education for employment and must travel to other countries through the design of jobs are obtained affected.

Social and cultural expectations: -

The social and cultural conditions of each country is different, so if a multinational appoint an Indian, he is taken into account, such as festivals, to take the good times, the time of loss, adjust, etc in Indian conditions. This applies to all countries and therefore did design work accordingly.

Behavioral factors: -

Job design is affected by behavioral factors as well. These factors are:

Rating: -

Job design is generally prepared on the basis of job analysis and job analysis requires the employee feedback employee feedback on this place any other activity is based. Many people are not interested in a true return because of fear and uncertainty. This in turn paid tribute to employment.

Autonomy: -

Each employee and indeed a measure of freedom, its work. This is called self. So if we design a work we need to ensure that autonomy of the worker that he wear his work is actually provided, see prepare.

Variety: -

If the same job, she repeats again and again leads to stress and monotony. This leads to apathy and negligence at work. Therefore, during the preparatory work to ensure some diversity of design, the person to keep the work interesting.

HR notes-Job analysis

A job is defined as a series of duties and responsibilities that are given together with a specific employee. Job analysis is the process of investigation and recording of information on the operations and responsibilities of a particular task.
Job analysis is divided into 2 parts.
a) a job description
if the employment details are given.
b) specification of employment
where we explain the qualities of people seeking work required.

Methods of work analysis
There are various methods used by the organization to gather information and job analysis. These methods are

Personal Note: -
In this method, the viewer is actually watching the worker concerned. He made a list of tasks that the worker and the qualities needed to perform these functions on the basis of information gathered, the job analysis is ready, has carried out.

The actual performance of employment: -
In this method, the observer who is actually preparing the job analysis, the work itself. This gives him an idea of ​​the skill required, level of task difficulty, effort required, etc.

Interview: -
In this procedure, an interview is conducted with the employee. A group of experts to answer the call. They ask questions about employment, qualified and levels of difficulty. They question and cons of the issue and gather information on the basis of this analysis of employment is available.

Critical Incident Method: -
In this process, the employee is asked to write one or more critical incident occurred in the labor market. The incident gives an idea about the problem, as, skills and levels of difficulty has been treated, is so critical incident method, an idea about the work and its importance. (An important and critical incident means that anything that is in employment)

Questionnaire Method: -
In this method, a spokesman for the worker is given, and they are asked to answer the questions in it. Questions to multiple-choice questions or open questions. The questions to decide exactly how the job analysis should be performed. The method is effective because people would think twice before writing anything.

Log records: -

Companies can ask staff to ensure that the log records and job analysis can be done on the basis of information collected from the log record. A log entry is a book to include in the staff write all the activities they performed at work. The files are many and run in nature and have a good idea of ​​the tasks and duties in each job.

HRD issues: -
Records are kept of each employee from the personnel department. The file contains details of education, the name of employment, the number of years of experience, rights-managed, received in the past errors and the measures the number of promotions that work area, the area of ​​basic skills, etc. based on the analysis of employment records can be done.