Human Resources Assets vital than the physical assets
B A (Cey) Dip in Ed,
Dip in Mktg Lecturer in Marketing and
In the modern Business world, Human Resources Management plays a
vital role. The success is due simply the way employees are treated by
their respective organizations. To develop a very healthy relationship
with their employees, to create a family like feeling among the
employers and employees is the real “Magic” of success in any
corporation, government establishment, Mercantile firm or any
organization. This is an all important role played by the Human
Human Resources Management function deals with Recruitment,
Placement, Training and Development of organization members.
An organization's most important resources are the people who supply
the work, talent, creativity and drive to the organization. A top
Managers most challenging job are the selections, training and
development of people who will help the organization to achieve its
objectives and goals.
The planning in Human Resources is always a challenging task. It
consists mainly four basic aspects. Firstly, it must be decided how many
people you need and their skills that the organization will need.
Secondly, planning for future balance employees, comparing the number of
employees needed. Thirdly, planning for recruiting or laying off
Employees and fourthly, planning for the development of Employees.
The Managers in charge of Human Resources programme should study the
institution's or organization's Human Resources needs. The other factor
the Manager must consider, the Economic Environment of the future.
A company, firm or an organization cannot be run at a loss. It should
produce results and bring revenue to the organization.
Another important area the Human Resource Manager should study, is
the job description or a position description of an Employee. These two
should follow the specifications relating to Educational qualifications
and skills. There are no short cubs in Recruitment. The selecting
process or promotions within the company takes place on very special
occasions. There are few advantages. Firstly, they are familiar with the
organization. Secondly, a promotion within, fosters loyalty. Cost wise
also, you spend less expenses when you recruit internally. There are
certain disadvantages also in recruiting internally. It limits the
available talent. Further, it reduces new creative thinking and new
innovative ideas. Educational qualifications, the personality of the
employees, their mannerism, politeness are very important.
It should be noted some leading Harvard Researchers recommended and
proposed an evaluation system which will be useful for Human Resource
Management. They have named it as Four Cs Model – Competence,
Commitment, Congruence and Cost-effectiveness.
Firstly, check how competent the Employees in their work. Secondly,
see how committed they are. Find out whether, the employees adapt to the
basic philosophy and goals of the organization. Finally, Human Resources
Personnel should have an indepth study of the cost-effectiveness
relating to their salaries, benefits turnover, absenteeism and strikes.
There are five basic functions in the Management Process.
Establishing goals, standards, developing rules and procedures,
developing and forecasting can be considered as the first Management
Then, the organization, which gives each subordinate a specific task,
establishing department, delegating authority to open channels of
authority, communication and co-ordinating the work of the subordinates.
The third management process can be described as staffing, and
firstly leading the employees to get the job done and keep their moral
at a higher level to motivate the subjects.
The setting of standards, checking, follow-up action, taking
corrective actions are known as controlling.
The staffing Personnel Management is today known as Human Resources
Management. The successful Strategic Human Resources Management
strategies help the company to achieve its strategic aims.
What is strategic Human Resources Management?
It is the linking of HRM with strategic goals and objectives in order
to improve Business Performance and develop organizational cultures that
foster innovation and flexibility.
In the modern business world, it is very necessary that HRM
Department should take steps to be effective by doing the right thing at
the right time with right personnel by motivating their staff.
The Employees should get the feeling that it is “Their Company.” They
must realise that they are part and parcel of the large organization.
This is where the Public Relations comes into play.
There must be a friendly mutual understanding between both parties –
Employer-Employee. Therefore, it is the duty of the Human Resources
Management authorities, to make leadership process possible in the
working environment. Discipline should be maintained at the highest
level. There should be no favouritism.
When should discipline be administered? When an Employee violates
company policies or fall short of work expectations, HRM should progress
Discipline through the following steps – warning, reprimand, probation,
suspension, disciplinary transfer, demotion and discharge etc.
According to today's business environment, you must understand your
customer totally. For this, committed skilled staff is very necessary.
Today, a company or Business Establishment cannot be valued by rupees
and cents, or by its products only. It should possess a motivated and
skilled employees. Therefore, Human Resources Asset is vital for an
institution than traditional physical assets. Customers meet Employees.
They must be kind-hearted, full of etiquette and mannerism. The basics
that HRM authorities should teach their employees are to be courteous,
respectful, thoughtful, and also consider others’ feelings and address,
conflict as situation related. HRM should teach their employees good
breeding to be observed in social and an official life too.
The authorities handling the HRM functions should realise that it
Demotion or Transfer is not feasible. Separation is very much better
than retaining a Poor Performer, stay on the same job. Remember, no
matter how heart-breaking or agonising the separation decision may be,
the logic of Human Resources Planning very often requires that it be
made for the benefit of the particular employee.
In any company or establishment, the Employees are the greatest
asset. Marketing is Human Activity directed at satisfying needs and
wants through exchange process. The HRM Division should constantly
evaluate their employees and it is always better, if you appreciate the
“Good Work” of your employees.
Their achievements should be appreciated by way of rewards - cash
prizes, letters of commendation etc. By thus, they will be motivated and
they get the feeling to do better for the organization.
The Institute of Personnel Management, in United Kingdom analysed the
Management of Human Resources in 1988. Performance Measurement,
individual and organizational development or “Teaming”, how the
participation and involvement of individual as a “Team Player” in an
organization, to make available the communication strategies for them to
get information relating to the company and even outside world, to
educate them in business environment and customer care, were considered
as important aspects that the HRM Division should look into and give
priority. Systematic planning by the HRM Division will enlighten the
company's organizational performance and also improve employee
involvement. An organization, achieves the best results and the
corporate objectives through Human Resources strategies.
According to modern HRM, the greatest asset is undoubtedly – People.
Therefore, in any establishment, to be successful, Human Resource
Management is of vital importance. In this instance, not like in the
good old days, where employers adopted “Autocratic Methods”, to obtain
services from their employees, today, things have changed.
The friendly atmosphere between the Employer and Employee, listening
to the Employees’ grievances through Trade Union System and grant their
just demands will always help an organization. It will motivate an
employee. Therefore, it is the duty of the HRM Division to handle them
diplomatically and tactful. Always be good listeners.
Ethically, Human Resources Management have taken a new turn in the
past two or three decades. As you are aware in the modern world, the
business environment is highly competitive and if you do not provide the
best services to your customers, your company, organization,
establishment, might fall by the way side. Therefore, in any
establishment Human Resources Division plays a dominant role in the
success of the company or organization.
As a person who held important Managerial staff positions, in both
Government Organizations, Banks and some top Mercantile sector firms, I
pay a tribute to the Mercantile sector for their commitment in their
work ethics. Unfortunately, the Government sector sometimes lack the
Public Relations in treating its subjects.
This may be due to the ad hoc methods the Government offices
function. You can't blame them too. I doubt whether they have a
systematic, planned Human Resources Divisions.
Be committed and serve people.