New Techniques in Human Resource Management |
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The latest techniques in the field of Human
Resource Development are:
Employees for Lease: Sometimes the
organizations depend upon consultancy agencies or individual consultants
for their expertise to tap and utilize their expert knowledge. The
consultancy agencies offer expert advice and the execution of the advice
is left to the employees of the organization. The employees may in some of
the cases fail to covert the know-how into a project. Under such
circumstances, new types of organizations will emerge, which would be
called as Employee Leasing Organization. These leasing organizations will
be principal employers and send the required number and kind of employees
to various organizations on lease basis. They collect the fee & other
charges from various industries & pay the salaries, provide benefits
to the employees. The Leasing company will pay complete salary and
benefits to the employees irrespective of the number of days that the
employee is sent to various organizations on lease.
This type of agreement is beneficial to the leasing company, specialist
employees and the industry. The industry with limited budget can utilize
the expert advice & service of most competent human resources.
Moonlighting by Employees: This is a
situation, which arises among employees on account of dissatisfaction from
present wage & salary structure. They feel that employer enjoys the
increased profit and that they are being exploited by the employer.
Consequently they agitate for hike in wages or take up another part-time
job or business simultaneously with that of the original job. This is also
known as Double Jobbing.
Moonlighting by employees affects almost all the
functions of Human Resource Management. The effects of Moonlighting would
be mostly negative & it poses challenges to the personnel manager.
Presently very limited number of employees does moonlighting, but the
number of employees will go on increasing due to change in employee values
& expectations. Management will have to take all possible care in
selection process about the possibility of moonlighting by the prospective
candidates.
Dual Career Groups: There has been a
tremendous increase in the number of female employees in all types of
organizations due to: - Training & Development: Organizations
spend a lot of time and resources in training, developing and educating
their employees in tune with the job awareness and organizations'
requirements. This is mostly due to the absence of linkage between the
industry and universities. Organizations in future will establish their
own educational institutes. These institutes will frame their course
curriculum to suit the requirements of various jobs in the organization as
a whole. These institutes will go on changing the course curriculum
depending upon the changes in technology, work methods, production
process, activities and so on. The intake of these institutes depends on
exclusive requirements of organization. After the completion of the
course, the candidate will be awarded a diploma and absorbed by the
organization. This management arrangement will automatically take care of
the problem of unemployment and underemployment. This arrangement will
also minimize the duration of time to be spent by the candidate in his
educational process.
Management Participation in Employees' Organizations:
With the formation and recognition of employees' organizations, the
management cannot make unilateral decisions those affect employee
relationship directly or indirectly. Decisions relating to policies on
employment, training, transfer, promotion, adoption of latest technology
etc. are no longer determined by unilateral action of management and must
now be discussed with the representatives of employees' organizations.
Decisions on the policies and administration may still rest with
management, but they are frequently subject to question and criticism by
union representatives under a formal grievance procedure. This technique
enables the two parties to exchange ideas, opinions, information and
knowledge to understand each other's viewpoint, with an open mind and
thereby avoid all misunderstandings. Thus, the management representatives
may provide effective plans, suggestions, advice organization and
directions for sound management and functioning of federations and unions
for the common good of both the parties.
COLLECTIVE BARGAINING: is an institutional
process for solving problems arising directly out of employer-employee
relationships. Through collective bargaining. the two parties become
responsive to each other. Employees ventilate their problems relating to
wages, employee benefits etc. while the management puts forth its demands
regarding employee co-operation and commitment so as to maximize its
profits. Thus, the two parties discuss the problem and each party tries to
solve the problems of the other. The scope of collective bargaining is
wider as the solutions for common problems can be found directly through
negotiations between both the parties.
COLLABORATIVE MANAGEMENT: It is the general
practice that the owners and/or their representatives manage the
organization. But most of the organizations have started allowing their
employees to participate in management. It is viewed that different
parties concerned with the organizational activities will manage the
organization through participation. Such type of management system is
referred as 'Collaborative Management'. Employee's participation in
management was initiated to satisfy workers' psychological needs, to
develop a sense of belongingness and loyalty to the organization.
RECOMMENDATIONS : -
Change is the law of nature. It is necessary way of life in different
circles. Though there may be some discontentment during the early days of
change, people learn to meet the changes and adopt themselves to the
changing situations. The management in future will try to: Further, the role of all Personnel Manager will also change. Those
changes will be as follows: Today competition is very tough and if an organization has to survive
in the race gracefully, it has to constantly upgrade its skills and
sharpen its capabilities. Many new techniques are implemented in the
organizations to motivate the employees and to help them perform to their
optimum capacity. By using the above-mentioned techniques and many other
programs, the organization tries to make the workers and employees more
competent, committed & comfortable to do a given job.
CONCLUSION:- |