Human Resource Management
INTRODUCTION
Aim of this assignment is to discuss when cross culture, national, business unit, importance of holistic and total person approach to work in group environment & essential factors for appreciating & managing international employee base within global organisation. It will discuss the basics of global Human Resource Management (HRM) model with the conventional personal management practice.
Paper also discusses pros & cons of factors like human relations, business ethics & cultural values to Global HRM practice. Global Human Resource Management is essentially process in organization concerned with recruiting of persons, training them and putting them to the most productive usage. It is also looks after with maintaining of congenial international industrial relations. It is the essential prerequisite for the success of the international firm owning to its complexities.
“Total person approach stresses on brainpower, body, emotions and spirit, which is the whole person and the relationship with ‘whole individual'.” (Elkin and Sharma 2007:406).
“Holistic approach is a combination of the intellectual with the physical and spiritual. In this approach, moral and mental faculties of an individual are engaged. “(Elkin and Sharma 2007:406).
It is vital for the employee of an organization to function in team and be committed for any task given.
Human Resource Management deals with people issues related such as hiring, compensation, performance management, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM essentially includes acquisition (from recruitment or relocation), development (through Training, Mentoring), control (by audit of Human resource system) and maintenance (Wellness benefits, Retention Programs) of people in an organisation.
Global Human Resource Management
Global HRM is a process of employing and budding people in international organizations which operates worldwide. HRM needs to recognize working and serving an international organization
Globalization, Business ethics and cultural value
Globalization means coming out of small community to the big world. This concept has invaded the boundaries of globe. (Coin collection news) In modern business world the concept of Global Village is a universal issue.
Globalization has captured the mind of every promising businessman. Stunning success in big business doesn't come by luck. The finest companies did not get to their high-ceilinged positions by chance. They got there by unremittingly focusing on the accurate things. Delivering contemptible value to their customers and innovating like there's no tomorrowand by investing in the human beings who are at the heart and soul of the enterprise.
Globalization of business has augmented the competition rapidly worldwide. Some organizations still do things in their know ways but some are very receptive about changing milieu and the new ways of being advanced. With globalization requirement of skills and standard of performance has changed so drastically that the role of HRM has been affected mainly by the globalization.
Business ethics is evolved from globalization, and through business ethics one can achieve competitive advantage.Business ethics can be explained as a set of values, which involves the faithful approach, right behaviour, respect for others and effective communication. Essentially, work ethics control what an employee would accomplish in dissimilar situations in place of work. The practice of following high-quality work ethics is intrinsic - it comes from within. Behavior with the intention of trusting, honest, and supportive, not opportunistic, will give the firm a competitive advantage.
Business ethics are required because there are many negative aspects in work environment for example:-
The workplace environment has really changed, the managers would deliberately hold information from the workforce and they will remain silent for the results to emerge so then if the remarks are good they can take the complete praise of the team work on themselves. Everyone at their work-place wants to get on top of each other trainees want to be permanent, who are assistants want to be at managerial level and manager wants to be director and this rat race is never ending, which is not wrong at all but in the mean time how you are getting on top that matters. Many people behave in unethical way with their acquaintances as in even if one is doing a real high-quality work still to put them down they will try and find their small-little mistakes and try and make it look like a blunder, which will make their moral weak.
Cultural values are very much related to business ethics as they enhance lives and relationship with in an organization. Cultural values teach us not only how to earn profits but also good of the community. Moreover when mangers add to the good of the entire organization they achieve excellence by following humanity.
“Cultural biases contribute to the negative side of this ambivalence, while the ethic of professional service enhances the positive side.” (content.ebscohost.com). Many a times international business fail, reason behind it inappropriate cultural and Business ethics.
http://www.emeraldinsight.com/Insight/viewPDF.jsp?contentType=Article&Filename=html/Output/Published/EmeraldFullTextArticle/Pdf/1360140101.pdf
Global economy rely to a great extend on online communication, that internet tradition shows no sign to decelerate. Trading beyond national barriers and in different parts of the world is the effectiveness of cross-cultural online communication is critical for the success of every business today.
Man vs. Man For being number one
http://lifestyle.iloveindia.com/lounge/good-work-ethics-3842.html
http://www.buzzle.com/articles/ethics-at-the-workplace-work-ethics.html
Beating the Bullies at Work. [VHS].
Tuesdays with morrie
Love wins love always wins, the most important thing in life is to give love and let love come in. We have made money our god and we run behind it, it has become part of our culture now. Relationship will not end love will remain even after one dies. Do not let go things so soon, make some balance, do not hold on thing for long. We forget out family and friends in this rat race. We are involved in so many things, good and bad to keep going. So many people walk around with meaningless life they do things which are not important. Ubantu, Maori and Vasudhaiva Kuthambakum teach us about the value we should maintain even at our work place, with all the ethics and we should realize that we all are human. Being human is one thing we should always remember.
Personnel Management is the dependability of all who mange other people; it is that division of management which is related to people at work and their relationships within an organization. Personnel Management aims to attain both competence and impartiality, which cannot be gained without the other. It provides fair terms and conditions of employment, and fulfilling work for those employed. Personnel management was developed in UK during the early industrialisation. The management function which is concerned with people and their associations at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, appraisal, training, industrial relations, and health and safety. Personnel management considered that employee would do his or her work as being told by their employer, employer should know the exact needs of the employees. On the other hand HRM considers employee showing optimistic commitment, because it's not always possible for the management to define the requirements, it requires the judgement on the employee's side to take initiative at work.
HRM evolved from previous system of Personnel management in 1980's from manufacturing industry in USA. Number of factors which pushed the new thinking into management e.g. western market capture by Japanese companies led concerns in western organisations. Older personnel management models used low or semi skilled people closely supervised for the quality & pay scales being dependant on the output. This approach eventually showed the disadvantages like weak commitment & low job involvement. There were increasing tendency to disrupt the production for getting better compensation & benefits which was not good for wellbeing of organisation. It also became evident that it's difficult to manufacture the better products & compete profitably. This caused many industries to follow the Japanese ‘Lean Manufacturing' methodologies. It achieves best balance of mass production & craftsmanship, these results in higher work commitment. Continuous technological developments also helped the break the paradigm of personnel management.
HRM is said to be better to personnel management because it has more strategic sense
- Function is considered as strategic in way rather than in reactive manner.
- HRM strategy on organisation is linked & following the overall business strategy.
Human resource management & personnel management cover following function in working of organisation.
Job Design:
Personnel management (PM) encourage designing the job function as per the scientific principle rather than encouraging the employee to control work discipline.
Organisation Structure:
HRM model gives higher elasticity in hierarchical structure reflecting higher work commitment. On the other side PM is more of pyramidal in structure.
Remuneration:
In terms of pay scales also PM is more traditional & pay scales are as per the organisational structure. HRM follows rewarding nature in Remuneration for individual or team.
Recruitment:
Scientific psychological testing methods used in PM are less sophisticated.
Training & development:
As PM approach considers employees as the cost training is often not a priority. While In HRM approach employee needs to have competencies to sustain the market competitiveness.
HRM Notes chapter 3 Team work
Team work is a where members harmonizing skills and their commitment for a particular purpose for which they hold themselves jointly responsible. It is a great sense of partnership and trust between team members. Advantage with working in team is even if some time you'll do inadequately but someone else does brilliantly.
Notes given by uni
“Umuntu Ungumuntu Ngabuntu” is a communal belief, a way of being human, ethics, good behaviour and social graces intensely rooted in African culture. Ubuntu emphasises on giving, open heartedness and neighbourhood (“Humanity towards others”). They believe in total person approach, they give priority to group over individual person. Ubuntu support all the positivity aspects of life which support humanity and they treat everyone in one manner unless there is any requirement of any kind of task which requires leader. It underpins the concept of an open society.
In Africa Company, ‘Cashbuild' which operates in five southern African countries follows the Ubuntu culture. These organizations believe in total person approach means the importance on the whole person and the association with other people. The cash build organization gives back to the society in a way of donating bricks, donkeys and carts to the society. Annually employees are given opportunity to make their views on Cashbuild known during three days of the Great Indaba.
(Ritter and Germunden, 2003),
The effect of different cultures on an organization makes it very different
Maori Culture
The philosophy and priority of the populace in New Zealand in relation to their Maori humanity is conflicting to those of the west. For the Maori culture the most significant thing in the world is “People”. They give priority to the relationship and community, not to individual person as a single self. Entire Maori community is important then the individual desire. Statues in Maori culture is given by other and it is not self made, it is accorded
Being secluded from the society is not the concept of the Maori culture they truly believe in togetherness. Complete Maori community takes the decision on who can be a leader when the mission arises and it is not necessary that if a person is selected for one task will be the leader for another task as well. No matter what everyone is been treated at same level and has equal rights. In this culture people believe in collectivism not like western society who believes in individualism. Wakatu Corporation, is a tribally based business organization, this organization follows the Maori values
INDIAN CULTURE
“Vasudhaiva Kutumbakam-Cosmos is one family.”
(Hatcher, 1994)
India is nearly connected to all religion with ancient and divers culture. Indians strongly believe in spirituality, family units, respect for all individuals, harmony. Unlike the Maori and Ubuntu in Indian culture decision making is done only by leader of the community. Indians illustrate lot of commitment towards their work; their approach towards working is Holistic. Ancient India believed in joint and extended families where decisions or opinions were taken only by the head of the family. Everything was based on the trust. These traditions are still followed by Indians at their work place which is why Indian method of functioning is also called as people-centred or holistic.
Infosys is a good example of people-centred working manner, they believe in public welfare is more vital. Importance given by Infosys to their employee and stakeholders is very fair, truthful and straight forward. Another example is Tata Steel, when the organization was undergoing restructuring and modernization; many employees were placed in other Tata companies and some were trained till restructuring was done.
Conclusion
Cultural values at work environment have changed from the time of Ubuntu, Maori and Cosmos culture. How much value our society
Recommendation
References
- http://content.ebscohost.com/pdf9/pdf/1982/SWR/01Mar82/5273200.pdf?T=P&P=AN&K=5273200&EbscoContent=dGJyMNLr40SeprY4wtvhOLCmrlGeqLBSsq%2B4Sa%2BWxWXS&ContentCustomer=dGJyMPGvtk%2BwrrFQuePfgeyx%2BEu3q64A&D=a9h
- www.coinlink.com/News/images/earth_face.jpg
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