About Human Resource Management and Successful Organizations

About Human Resource Management and Successful				good workers facilitated. These ways vary from
Organizations				job-sharing (twopeople filling a 40-hour workweek), and
HR (Human Resource) management is an				flextime (different people startingand ending their
often-underestimated task inwork-environments.				workday at different times, with two specific
However, it is adequate and conscientious HR				core-chunksin which everyone is present), to
managementthat will establish and retain a qualified,				telecommuting (working from outside theworkplace),
well-cooperating workforce andtherefore, ultimately, an				and more.
increase of organizational growth, efficiency,				The basic message here is that different people
andprofitability.				perform better underdifferent circumstances, and that
The most important tasks of the Human Resource				they also get motivated in different ways:
department are to make surethat the people working				What works for one may not work for another.
in an organization 1) feel happy, 2) are in theright job,				Managers, in conjunction with
and 3) get the opportunity to upgrade their skills				HR, should therefore tailor the way they reward
whennecessary.				employees to these employees
Of course it is also HRÃ†s task to coordinate the				Ã† particular preferences, otherwise a reward can
recruitment of newemployees for vacant positions.				have a reverse effect on aworkerÃ†s
This brings up the interesting point ofinternal recruiting				performance.
versus external recruiting. Both have their				In light of the motivation issue, several theories come to
advantagesand disadvantages. Yet, it is the HR				mind, of which Iwill discuss two here:
department, together with theparticular department				* MaslowÃ†s hierarchy of need, for instance, which
management, to determine which way to go in				teaches us that,depending on the need-level of a
certaincases. HereÃ†s the dilemma in a nutshell:				worker, certain rewards will or will notwork for him or
A) When you hire people from the inside you have the				her. A worker who is at the basic level will probably
advantage thatthey are already familiar with the				caremore for an extra dollar per hour than an
culture and the work climate, but youalso have the				expensive company present, while aworker who is
disadvantage of having to retrain the ones that are				already settled with regards to basic needs, security,
nowperforming in new positions, and having to fill the				safety,and social contacts, may care more for a
positions that fell openwhen employees got promoted.				prestigious title or a wonderfulaward complete with the
B) Hiring externally, on the other hand, has the				entire ceremony that goes along with it.
advantage of bringingin fresh ideas, saving costs by				* HerzbergÃ†s motivation-hygiene theory teaches
hiring the person with the right skills, butit may have the				us that there aredifferent issues at stake when we
disadvantage of having to guide this newly hired				talk about job satisfaction than when wetalk about job
personthrough the organization, which can be a time				dissatisfaction. That means so much as that you can
consuming process. And younever know what you				decreasea workerÃ†s job dissatisfaction and still
get with new people, right?				not have achieved an increase inhis or her job
So, as you can tell, everything has at least two sides,				satisfaction. It is important for managers, together with
and, again, it is HR				the
Ã†s call, together with departmental management,				HR specialists, to take note of that. In a nutshell,
to figure out what is thebest decision at a certain time				Herzberg claims thatdissatisfaction will decrease when
and in a given situation.				a worker enjoys good pay and security;good working
Another valuable point to consider is that the HR				conditions; good interpersonal relationships; good
department should be moreinvolved in strategic				companypolicies; and good supervisors. Satisfaction, on
decisions of an organization, which still does nothappen				the other hand, willincrease when a worker enjoys the
as much as it should. But think of it: if the HR				feeling of achievement; recognition;fulfilling work; a
department knowswhat the long term plans of top				feeling of responsibility; and advancement and growth.
management are, it can adjust its hiringrequirements to				The simple message embedded in all of the above is
those plans and save a lot of the hassle that the				that people need to bekept satisfied in order to
retrainingand laying off of employees will bring about.				perform well in a workplace. Managers should tryto
And then the motivation-issue: HereÃ†s where we				treat all workers correctly and never make the
contemplate on how to retainthe best workers and				mistake of playing workersagainst each other, while, at
keep them satisfied. There are various ways in				the same time, they should also be aware thatthe
whichmanagers, with support of the HR department,				ways in which workers get motivated vary richly. A
can generate improvedperformance from workers.				good rapport betweendepartmental management and
An interesting concept is the "flexibility issue" in which				HR is therefore recommended, although,unfortunately, it
various workroutines are discussed. TodayÃ†s				is not implemented too often yet.
workplaces are trying all kinds of methodsto keep				Dr.

Ac Intelligence

About Human Resource Management and Successful Organizations

Articles