NOTES FOR TOUR 606

HUMAN RESOURCE

Role of HR Manager

- HR professionals have an all-encompassing role. They are required to have a thorough

knowledge of the organization and its intricacies and complexities.

- The ultimate goal of every HR person should be to develop a linkage between the
employee and the organization because the employee’s commitment to the organization
is crucial. The first and foremost role of HR functionary is to impart continuous
education to employees about the changes and challenges facing the country in general,
and their organization in particular.

- The HR professionals should impart education to all employees through small booklets,
video films, lectures, and the like.

The primary responsibilities of a human resource manager are:

- 1. To develop a thorough knowledge of corporate culture, plans and policies.

- 2. To act as an internal change agent and consultant.
- 3. To initiate change and act as an expert and facilitator.
- 4. To actively involve himself in company’s strategy formulation.
- 5. To keep communication lines open between the HRM function and individuals and
groups both within and outside the organization.
- 6. To identify and evolve HRM strategies in consonance with overall business strategy.
- 7. To facilitate the development of various organizational teams and their working
relationship with other teams and individuals.
- 8. To try and relate people and work so that the organization objectives are achieved
effectively and efficiently.
- 9. To diagnose problems and to determine appropriate solution particularly in the human
resources areas.
- 10. To provide co-ordination and support services for the delivery of HRD programs and
services.

The following are the nine new roles of HR practitioner as suggested by Pat McLegan:

- 1. To bring the issues and trends concerning an organization’s external and internal
people to the attention of strategic decision-makers, and to recommend long-term
strategies to support organizational excellence and endurance.

- 2. To design and prepare HR systems and actions for implementation so that they can
produce maximum impact on organizational performance and development.
 - 3. To facilitate the development and implementation of strategies for transforming one’s
own organization by pursuing values and visions.

- 4. To create the smoothest flow of products and services to customers; to ensure the best
and most flexible use of resources and competencies; and to create commitment among
the people who help us to meet customers’ needs whether those people work directly for
the organization or not.

- 5. To identify learning needs and then design and develop structured learning programs
and materials to help accelerate learning for individuals and groups.

- 6. To help individuals and groups work in new situations and to expand and change their
views so that people in power move from authoritarian to participative models of
leadership.

- 7. To help people assess their competencies, values, and goals so that they can identify,
plan, and implement development actions.

- 8. To assist individuals to add value in the workplace and to focus on the interventions
and interpersonal skills for helping people change and sustain change

- 9. To assess the impact of HRD practices and programs and to communicate results so
that the organization and its people accelerate their change and development.

HRM manager should possess the following qualities in brief:

- (i) Physical strength

- (ii) Intelligence
- (iii) Resourcefulness
- (iv) Educational qualifications
- (v) Maturity in judgement
- Education
- (vi) Communication skills
- (vii) Experience and training
- (viii) Specialisation in HRM (ix) Leadership
- (x) Initiative and decision making and (xi) Ability to inspire and motivate employees

Personnel Management in Functional Organization:

- The principle of specialization is dependent on the concept that both the workers and the
supervisors can develop a higher degree of proficiency by separating the manual from the
mental requirements

STRATEGIC HUMAN RESOURCE MANAGEMENT

 - According to John Bratton, “Strategic human resource management is the process of
linking the human resource function with the strategic objectives of the organization in
order to improve performance.

- ” Strategy The company’s long-term plan for how it will balance its internal strengths and
weaknesses – with its external opportunities and threats to maintain a competitive
advantage.

- A strategy is management’s game plan for Strengthening the organization’s competitive

position; satisfying customers; and achieving performance targets. Strategies used by
companies to sustain and grow in this constantly dynamic business can be:

Corporate strategy

- The term corporate strategy was originally coined to describe decisions a company
should make to reach its goals and produce policies to achieve them. Michael E. Porter,
professor of business administration at the Harvard Business School, stated in his article
Human Resource Manag. in Tourism 2.12

- Functions of HRM “From Competitive Advantage to Corporate Strategy” that a

corporate-level strategy is the overall plan for a diversified economy. Corporate strategy
is an ongoing process: Consistently delivering value creation that outpaces peer demands
that organizations enhance their capabilities and regularly revisit their strategies

Business strategy

- According to the University at Albany, State University of New York, business-level

strategies “detail actions taken to provide value to customers and gain a competitive
advantage by exploiting core competencies in specific, individual product or service
markets.”

- Porter discusses business level strategies as (a) Cost leadership (b) Differentiation (c)
Focused cost leadership (d) Focused differentiation (e) Integrated cost
leadership/differentiation.

- Business-level strategy helps an organization achieve core competencies, keep its focus
on satisfying the customer needs and preferences to achieve economies of scale and profit
above average.

KEYWORDS

Job Analysis is carried out to find out knowledge, skills, attitude required to do the job
efficiently.
Job description is a factual statement of the duties and responsibilities of a specific job. Job
specification provides information on the human attributes in terms of education, skills, aptitudes
and experience necessary to perform a job effectively.

Human Resources Planning (HRP) is a process for determination and assuring that the
organization will have an adequate number of qualified persons, available at proper times,
performing jobs which would meet the needs of the organization and which would provide
satisfaction for the individuals involved.

Wage and Salary Administration is the process of developing and operating a suitable wage and
salary program.

Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs in an organization.
Selection is the process of ascertaining the qualifications, experiences, skills, knowledge etc., of
an applicant with a view to appraising his/her suitability to a job.

Placement is the process of assigning the selected candidate with the most suitable job in terms
of job requirements.

Human Resources Development is the process of improving, molding and changing the skills,
knowledge, creative ability, aptitude, attitude, values, commitment etc., based on present and
future job and organizational requirements.

Training is the process of imparting to the employees technical and operating skills and
knowledge.

Career Planning and Development is the planning of one’s career and implementation of career
plans by means of education, training, job search and acquisition of work experiences.

Performance Appraisal is the systematic evaluation of individuals with respect to their

performance on the job and their potential for development.

Strategic human resource management is the process of linking the human resource function
with the strategic objectives of the organization in order to improve performance.

Compensation - it is the process of providing adequate, equitable and fair remuneration to the
employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe
benefits, social security measures etc.