Men or personnel should be managed properly and effectively in any organization and at the macro level, in the national level.
People management
Men or personnel should be
managed properly and effectively in any organization and at the macro level, in
the national level.
Men have
some inherent qualities.1. Want job and work 2. Have inherent like for the work 3. Are liable to likes and dislikes 4. Require motivation and training 5. Given an opportunity everyone would rise up to the
occasion 6. Their welfare and safety measure is a concern of
the state 7. Every opportunity for advancement
and knowledge should be provided 8. They should be guided but their liberties should
not be curbed 9. They should be chosen to the right job and right
place 10. They need adequate salary, perquisites and
comforts.
Managing people is an art. A
wrong handling may lead to conflicts. A dis-satisfied worker may absent himself
or quit. Labour absenteeism and labour turnover are costly to the organization. Organization does not represent
assets and money alone. Every organization is a social institution. They have a
responsibility to their employees, society and the government which gives
protection and infra-structure. The core of any organization is
its people represented by workers. It has as much responsibility to them as
they have to the shareholders. This art of managing men and women in
organization has led to the birth and development of HRM. People Management – Indian Scenario
In the 50’s there was a strong
belief that employees were recruited not to question ‘why’ but only ‘to do and
die’. In the 60s, terms like manpower, staff and personnel came to be used and
instead of controlling the employees, it became more and more acceptable to
manage personnel as it was felt that the productivity of the workers could be
improved, if they were organized for the work. While hierarchy, status,
authority, responsibility and accountability are structural concepts, in the
Indian context, emotions, feelings, empathetic perceptions, impressions
influenced people more than anything else. The Indian organizations are
experiencing some, transitions and changes. The work force of the 50’s and 60’s
has retired. The middle level is now at the top with the hangover of all middle
class values. The new generations of MBAs are pouring into industrial
organizations. Young executives in their mid 30s are heading HRD/HRM divisions
in big companies. Moreover due to very great strides in information technology,
there is a need to manage this tradition and give a direction to this change
process. The HRM strategies in India in the 21st century are focusing on individual organization interface and greater
emphasis on organizational effectiveness than on personal success.
Tags : Human Resources Management - An Overview
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