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It is also an essential and detailed technique to manage employees in the workplace environment. HRM requires to be incorporated with the total strategy to make sure reliable usage of people and offer much better go back to the organizations in terms of ROI (Return on Investment) for every single rupee or dollar invested in them. If the HRM continues to practice in this manner it will lead to the success of the company and likewise the organization will start using its employee capabilities completely.
Human resources are the most difficult resources to handle in an organization.
HRM is accountable for efficient developing and implementation of different policies, programs and likewise about establishing and handling understanding, abilities, imagination and skill. HRM focuses on managing physical and emotional capacity of workers. As an outcome of this the series of HRM is developing day-by-day. Hence, HRM handles harmonious relationships in an organization together with keeping a balance in between organizational objectives and specific objectives.
There are three personnel management interventions: Efficiency management, Career preparation and development and work force diversity.
Organization’s personnel professionals perform these change processes. Efficiency management is an integrated process in which an organizational employees are involved either separately or within a team to accomplish its objectives and policies. Worker performance management consists of: 1)Preparation 2)Monitoring 3)Developing 4)Score 5)Rewarding 1)Planning: It implies setting efficiency expectations and goals for groups and individuals to use their capabilities to achieve organization goals. Workers need to be involved in the preparation procedure to understand the goals of the organization.
Performance appraisal plans are developed to evaluate the performance of a team or an individual by a manager or a supervisor. Performance appraisal plans should be official working documents that are put into effect. 2) Monitoring:In this stage the performance of employees is monitored and feedback is provided to the employees about their performance. Monitoring continually will help the organization to check the standards of the employees and also help them to make changes to meet the standards of the organization. This can be done by conducting status meeting and submitting reports about their progress.
Any unacceptable performance can be identified at any time with the help of continuous monitoring. 3)Developing: In this phase of the process the organization helps the employees to develop their skills by providing training. Training helps the employees to improve their performance, boost their job-related skills and to withstand the changes in the workplace such as the introduction of new technology. Lack of performance of the employees can be developed in this stage and help them to achieve more goals of the organization. )Rating:In this stage the organization evaluates the performance of the employees against the standards of the organization’s performance plan. By rating the organization will come to know about its best employees. This can be done by maintaining rating record which compares the performance of the employees from time to time . The rating of record is assigned according to procedures included in the organization’s appraisal program. It is based on work performed during an entire appraisal period. 5)Rewarding: Rewarding means appreciating employeesfor their performance.
It can be done in different ways such as saying simple words like thank you and rewarding employees with awards based on their performance. Rewards can either be formal or informal. Therefore, all the five components in the performance management process work and support each other for effective development of the organization. Second and most important HRM intervention is Career planning and development. Nowadays most of the organizations have adopted career planning and development to increase communication and healthy environment among the employees which will result in the effective growth of their organizations.
Career development programs are required to the people irrespective of age and gender for the development of the organizations. Career is the progress and actions of a person related to occupation throughout a lifetime. Different stages are present in a person’s career. There are five stages in a person’s career-Growth, exploration, establishment, maintenance and disengagement/withdrawal. Growth (4-13 years of age) is the initial stage in a person’s career where the person thinks about his/her future. Second stage is exploration (early teens to mid-twenties) where the person becomes definite about occupational choice.
They do many trial jobs before deciding on their appropriate field to work. Third stage is establishment (mid-twenties to mid-forties) where the person establishes in a long-term in their chosen field. Maintenance (mid-forties to mid-sixties) is the fourth stage in which the person achieves successes in their career. They also tend to help their subordinates as they are more experienced. They try to maintain stability in their job. Last and final stage in career is disengagement/withdrawal (mid-sixties) in which the person takes retirement and try to explore new jobs.
Career development helps people to achieve their career objectives. It can be linked to career planning at different stages. It includes managing a person’s career between different organizations. Career development interventions can be used for many goals. These interventions are mainly designed for young employees rather than managers. Some of the interventions which are related to career stages are as follows: realistic job preview is related to establishment which helps the person to know the work requirements. Developmental training helps the person to gain knowledge to reach their goals.
This intervention is related to establishment and maintenance stages in career planning. Performance feedback and coaching comes under establishment stage which helps the person to know about their performance. Work life balance planning helps the person to maintain balance between personal and professional life. It comes under establishment and maintenance stages . Challenging assignments keeps the person engaged with interesting and creates an enthusiasm towards work. This comes under maintenance stage. Dual-career accommodations comes nder maintenance stage and it helps the person to find satisfying work projects. Phased retirement falls under withdrawal stage of a person’s career where the person retires from the job. All these interventions will result in various desired consequences such as increases job satisfaction and commitment, monitors human resources development, strengthens organizational capability, improves quality of life, maintains member motivation, increases productivity ,decreases stress in later stages of life and also reduce turnover and training costs for the organization.
Work force diversity interventions are the third type of HRM interventions. Organizations should develop their human resources in such a way that it should maintain diversity in an efficient manner. People from various regions may work together in an organization. They may differ in various ways like age, gender, marital status, social status, disability, sexual orientation, religion, personality traits, ethnicity and culture. An organization with diverse workforce can better achieve its goals.
Employees from diverse workforce can learn more and achieve more experience as they work in a mixed environment. Other than the employees of the organization, clients can also gain profit from it as the organization which encourages diverse workforce will be more open and flexible. As people come from various cultures and backgrounds in diverse work force they can learn more business practices. Employees can develop their knowledge, communication skills, problem-solving capabilities through diverse workforce. All the employees need to be trained to work either individually or as a part of a team.
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