Human Resource Management Practices
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Transcript of Human Resource Management Practices
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HR Policies in past
Human resources alone account for between 65 and 70 per cent of the annual
running costs of government departments and agencies. Because of the job security
it provided but also the status it afforded in an uncertain world. Public service
employers likewise could anticipate that there would be no shortage of potential
recruits and little competition from other sectors for the highest qualified and
skilled staff or with regard to terms and conditions of employment. The
contemporary human resource situation for public service managers is very
different. During the 1990s, Ireland has experienced a sustained and unprecedented
economic boom which should last into the next century (see Sweeney 1998). This
economic growth, combined with fundamental social, demographic and cultural
change, has serious implications for how public services are organized and the
demands placed upon them. In real terms, taxation and public expenditure remain
very high and the GNP per head is still below the EU average. While public sector
borrowing fell from 20 per cent of GNP in 1981 to the current level of two to three
per cent, public spending only adds to living standards if the money is well spent(see Sweeney 1998). Gray (1997) urges prudent control of public spending to
ensure that any downturn in the economy can be accommodated. Proposals are
aimed at reducing bureaucracy in the civil service and towards the provision of
excellent service to the public through a customer-focused culture, the effective
and efficient use of resources and better policy coordination between departments.
There are considerable challenges facing the civil service in moving from the
traditional model of tight central control, separation of functions and diffusion of
responsibility towards a model based around strategic goal setting, effective
management systems, greater development of responsibility and accountability,
ensuring value for money and decentralization. It identified the need for a move
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from a situation where local authorities were not responsible for many public
services, to effective local government which would enable local affairs to be
settled through citizen participation and local control of local services. Its vision
for bringing together as many agencies of government as practicable to focal points
within reach of the people have developed into proposals for one stop shops
outlined in recent proposals for reform (see Humphreys 1998). The Devolution
Commission Interim Report (1996) specifically recommends a three-tier structure
for local government which would separate strategic planning from day-to-day
management. The challenges facing the task force overseeing the implementation
of proposed changes include ensuring equity through arrangements for the
Commissioning and funding of services, and arrangements for funding national
specialism.
Likewise, the principles of equity, quality and accountability dominate proposals
for future health service developments set out in Shaping a Healthier Future,
which aim to manage health and social services with a view to maximizing health
and social gain for the population. There are particular difficulties in determining
the lessons to be learned from the experiences of reform in other countries. HR
planning is essential for maintaining quality public services, attracting high quality
staff and ensuring continued commitment from public servants to reform.
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HUMAN RESOURCE MANAGEMENT PRACTICES IN PRESENT
The most prominent line of research in modern human resource management
(HRM) is the relationship between HRM practices and firms financial
performance. Two questions dominate this literature: first, what package of HRM
practices optimizes performance? And, second, what are the channels of influence
through which HRM practices affect performance? This makes three innovative
contributions to the field of human resource management. First, anHRM frequency
distribution is presented that depicts the key empirical facts that form the center of
research in the field; second, a new microeconomics-based model is presented that
develops a new theoretical and empirical tooltheHRM demand function -- and
uses this tool to predict the performance maximizing level of HRM expenditure;
and third, a unique data set is used to estimate the parameters of the HRM input
demand function for several American hundred companies. A variety of new
insights and implications emerge.
Human Resource Management: Major Influencing Factors:
In the 21st century HRM will be influenced by following factors, which will work
as various issues affecting its strategy:
Size of the workforce.
Rising employees' expectations
Drastic changes in the technology as well as Life-style changes.
Composition of workforce. New skills required.
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Environmental challenges.
Lean and mean organizations.
Impact of new economic policy. Political ideology of the Government.
Downsizing and rightsizing of the organizations.
Culture prevailing in the organization etc.
The model treats HRM as a factor input into production and posits that firm-
level differences in the marginal revenues and costs of HRM practices lead
t0systematic differences in HRM adoption and expenditure. The transmission
mechanism (black box) between HRM and firm performance is also modeled and
direct and indirect effects are distinguished. These insights are formally
developed in terms of an HRM demand curve and HRM input demand function.
None of these concepts and ideas has been formally presented heretofore in the
management literature. They are not claimed to provide a complete theory of
HRM; they are claimed, however, to significantly advance the state of HRM
theorizing relative to the extant body of theory. On the empirical side, this paper is
the first to estimate an HRM input demand function.
This empirical approach is substantially different from that followed in the
standard HRM-firm performance literature. Both models assume firms adopt HRM
practices to maximize performance; this model explicitly solves for the optimalHRM input bundle as a function of various independent variables and then directly
estimates this relationship, the conventional approach, on the other hand, derives
hypotheses from universalistic and RVB arguments that most likely have limited
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domain and then tests these hypotheses in a regression model that is not only an
indirect specification (making performance the dependent variable when theory
suggests the relationship is more the reverse performance concerns drive
choice of HRM practices) but also potentially misleading (since the regression
coefficients on HRM practices are widely hypothesized in the literature to be
positive when economic reasoning suggests they may well be zero, particularly in
competitive equilibrium).
Modeling the Firms Demand for HRM Practices
Following the mainline of the HRM-firm performance literature, assume the
firms short-run objective is maximum financial return, which for simplicity treat
as maximum profit (Box all, 2007). This assumption formally limits model to
private sector for-profit firms, although would not be surprised if many of the
implications and predictions of the model also apply to non-profit organizations.
The key analytical innovation is treat HRM practices as a factor input in
production. That is, the firms output is assumed produced with capital, labor, and
HRM practices. Thus, the firms optimal expenditure on HRM is determined by
the same marginality pedecision rule found throughout microeconomics to
maximize profit, keep investing in more HRM as long as the marginal revenue
gained exceeds the marginal cost incurred and stop when the two become equal.
This basic insight is not new -- Jones and Wright (1992) discuss an economics-based approach along this line and Kaufman (2004) further formalizes it. This
paper builds on this earlier work in three regards: first, the microeconomics-based
model of HRM is further formalized and developed; second, it is used to derive an
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HRM input demand function; and, third, the HRM input demand function is then
fit to empirical data.
Human Resources Practices in future
In the modern era of management employees of the organization are not
treated as resource, they are treated as assets of the organization. Because modern
people management is not only restricted getting, maintaining and retaining people
right man on the right job. Modern people management has to nurture the dreams
and ambitions of the employee to realize the employees that they are very
important part of an organization. Some still consider HR to be support function,
but there are some people who actually believe that Humans are not resource they
are assets for the organization.
HR professionals have been making change in the styles of the human
resource management. In the future HR function will be involve the ability of the
managers and look around the corners.
The HR organization must understand the strategy and economic realities of
the business it supports. It must be regarded as an essential contributor to the
business mission. HR people must speak the language of business and their
activities must reflect the priorities of the business. Nothing contributes more to the
credibility of the Human Resource Department than for it to be focused on matters
of genuine concern to the business. If it is not, it gives the opportunity for its
opinion to be disregarded and its contribution to be minimized or even eliminated.
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The primary HR role is to create an environment in which employees are
committed to the success of the enterprise that employs them. Its about developing
forms of attachment with people that make them a want to work there and
contribute willingly. It involves using teamwork and establishing peer review
systems that provide employees with a meaningful voice in decisions that affect
them. It involves engaging employees in the change process and giving them a
voice in shaping their future since experience shows that people support that they
can create. Creating effective relationships includes providing employees with
opportunities to acquire new skills, which increase their capacity to contribute.
The HR function must understand the process of change. It must work
closely with line managers who are leading change and assist those who must
implement change but seem reluctant to do so. HR can help managers appreciate
that people do not resist change much as they resist both being changed and the
top-down approach often being used to introduce change. HR should help
managers understand that involving employees in the change process energizes
them, draws on their know-how, and helps produce a sound result. HR people
should be viewed as thoughtful and enthusiastic advocates of the changes and new
ideas that contribute to the success of the business. HR must provide a thoughtful,
objective and realistic assessment of the human resource aspects of pending
decisions to help ensure that the best conclusion is reached. Since sound business
decisions balance a series of factors that typically conflict with one another, the
HR role is not to win arguments but to ensure that human resource issues are given
the attention they deserve. The impact of decisions on employees almost certainly
is overlooked unless HR puts a spotlight on it. A failure to provide this perspective
does a serious disservice to decision makers as well as to the people who will be
affected by the decision.
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