"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"
In this statement human being are the most important because they consider as the heart of the organization. There are lots of technology present in this world that allows companies to easily gather vast amounts of information about individual transactions. Technology also allows large amounts of data to be compiled quickly and accurately, significantly reducing error. But still technology does not replace judgment and human must still analyze situations and input results and analyze the output of his work. This is how important human is.
Managing an organization, for the manager - nowadays called a “leader” – is both art and science.
Understanding the role of human
In order the human will not be least the least understood and the worst managed of its resources. The science of management comprises three major missions:
1. Mission one – managing people – is the process of getting people to work; assigning them jobs for which they have the necessary abilities and skills; supporting and operating the organization in such a way as to encourage people to work together happily; producing and providing a service in line with the organization’s aims.
2. Mission two is managing work and organizations. The main goal of this mission is to get people to perform their duties in line with the organizational structure. An organization will survive if it has work to do. When an organization has work to do, people will have to work. So, this mission is important.
3. Mission three, managing production and operations, mean managing all work property and getting things done in line with the main target of the organization. Production will come about as a result of people working individually and as a team. Each person plays an important role in this mission.
All three missions will be successful if the organization leader understands the role of human in order to them to least understood and the worst managed of its resources. The first goal is to understand people’s opinions, which are a part to the organization. Each job will be a success if it is the result of people’s readiness and willingness to work. Secondly, when people work with others or work individually in the organization, they acquire, learning skill and work experience. At the final stage of the concept, people are the result of a developed organization. The organization’s output may be a product or service, which is consumed. The third issue is, studying, learning and understanding that people in the two categories have differences and similarities.
Organization leaders need to study, learn and understand their co-workers by observing and accepting individual differences. Meanwhile, they need to study each variance inside and outside the organization because these variances have an impact on people’s behaviour. Variances in the organization include an organization’s rules and regulation, the work’s characteristics, work hours and others.
Variances outside the organization comprise information about family, society and community. Finally, the organization leaders needs to try to find a relationships between variances that influence people’s behaviour in order to understand the people and treat them well.
Differences between people in an organization have many aspects, which an organization leader needs to study and understand as follows:
Personality
1. Personality is a combination of physical and mental aspects, which result in each person’s character. Personality is caused by genes, social environment, culture and relationships among family members. Understanding personalities can help organization leaders understand people’s actions, changes and development. The leader can even understand what and to what degree people are aware of things inside and outside the organization.
Attitude
2. Attitude is defined as people’s responses to things. Attitudes will be both positive and negative. They directly involve emotion, awareness, belief and opinion. Attitudes can be observed from the behavior exhibited when people respond to people, animals or things. People’s attitudes can be seen when they act, for example, with friendliness or aggressiveness.
Abilities and skills
3. Mental ability is called intelligence, while physical ability is called skill. Ability can be innate or come through learning. For examples the ability to remember a picture or figure, or the ability to present a beautiful speech to co-workers, or to summaries an event correctly and quickly. Organization leaders can determine people’s abilities and skills and assign a job suit them As a result, an organization can achieve the work it has targeted.
Variations in gender, nationality and culture
4. People’s gender, nationality and culture will vary inside and outside the group. People in an organization will have a variety of cultures, value estimations, languages, skills, beliefs and thoughts. These variations can be seen around the world. It can not be said that people of different nationalities have different work potentials, Due to a lack of study in this area, organization leaders, however, need to learn how to communicate with people who different qualities as mentioned above. It is not a simple task to put the right people in the right job in line with their ability, skill, knowledge and attitude towards the organization.
Motivation and work ability
5. Something’s can act as a stimulus within an organization-for example, rewarding or performance. According to study rewarding have the best influence on the performance of people in an organization. Organization leaders should learn to use motivation to realize employees’ mental and physical potential. A “reward” means not only financial benefits but also non- financial benefits such as praise and medals from the organization.
Role of HR
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.
Strategic Partner
In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.
Therefore Human Resource contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.
References:
http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm
http://msci.chandra.ac.th/download/km/01.pdf
0 comments:
Post a Comment