Contents
Human Resource Management
Rationale
Human Resource Management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[2]
Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Synonyms include personnel administration, personnel management, manpower management,[3] and industrial management[4], but these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms,[5] although these normally refer to the relationship between management and workers and the behavior of workers in companies.
The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.
HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organistions.[6]
Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs.
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Teaching and Learning Resources
Introduction
The Social System
Tutorials
Readings
Social system is a central term in sociological systems theory. The term draws a line to ecosystem, biological organisms, psychichal systems and technical systems. They all form the environment of social systems. Minimum requirements for a social system is interaction of at least two personal systems or two persons acting in their roles.
The Technical System
Tutorials
Readings
Sociotechnical systems (or STS) in organizational development is an approach to complex organizational work design that recognizes the interaction between people and technology in workplaces. The term also refers to the interaction between society's complex infrastructures and human behaviour. In this sense, society itself, and most of its substructures, are complex sociotechnical systems. The term sociotechnical systems was coined in the 1960s by Eric Trist and Fred Emery, who were working as consultants at the Tavistock Institute in London.
Sociotechnical systems theory is theory about the social aspects of people and society and technical aspects of machines and technology. Sociotechnical refers to the interrelatedness of social and technical aspects of an organisation. Sociotechnical theory therefore is about joint optimization, with a shared emphasis on achievement of both excellence in technical performance and quality in people's work lives. Sociotechnical theory, as distinct from sociotechnical systems, proposes a number of different ways of achieving joint optimisation. They are usually based on designing different kinds of organisation, ones in which the relationships between socio and technical elements lead to the emergence of productivity and wellbeing.
- List of management topics
- Complex systems
- Cybernetics
- Feedback
- Human factors
- Social network
- Sociology
- Systems theory
- Systems science
- References
- Further reading
Günter Ropohl, Philosophy of socio-technical systems, in: Society for Philosophy and Technology, Spring 1999, Volume 4, Number 3, 1999.
JP Vos, The making of strategic realities : an application of the social systems theory of Niklas Luhmann, Technical University of Eindhoven, Department of Technology Management, 2002.
STS Roundtable , an international not-for-profit association of professional and scholarly practitioners of Sociotechnical Systems Theory
IEEE 1st Workshop on Socio-Technical Aspects of Mashups
http://www.fsc.yorku.ca/york/istheory/wiki/index.php/Socio-technical_theory
http://proceedings.informingscience.org/InSITE2007/IISITv4p001-014Cart339.pdf
The Administrative System
Tutorials
Readings
A system administrator, systems administrator, or sysadmin, is a person employed to maintain and operate a computer system and/or network. System administrators may be members of an information technology department.
The duties of a system administrator are wide-ranging, and vary widely from one organization to another. Sysadmins are usually charged with installing, supporting, and maintaining servers or other computer systems, and planning for and responding to service outages and other problems. Other duties may include scripting or light programming, project management for systems-related projects, supervising or training computer operators, and being the consultant for computer problems beyond the knowledge of technical support staff. A system administrator must demonstrate a blend of technical skills and responsibility in order to perform their job well.
- Apple certification
- Application Service Management
- BOFH, PFY
- Forum administrator
- LISA (conference)
- alt.sysadmin.recovery newsgroup
- Superuser
- System Administrator Appreciation Day
- League of Professional System Administrators
- Refere nces
- Further reading
- IIHT GNeTPro Certification
- NIIT GlobalNet+ Certification
- BSD Certification
- CompTIA's Certification
- ITIL for ITIL certification (part of Office of Government Commerce)
- Red Hat's Certification Curriculum for RHCE and RHCA
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Behavioral Effectiveness
Tutorials
Readings
Business performance management is a set of management and analytic processes that enable the management of an organization's performance to achieve one or more pre-selected goals. Synonyms for "business performance management" include "corporate performance management" and "enterprise performance management".[1][2]
Business performance management is contained within approaches to business process management.[3]
Business performance management has three main activities:
- selection of goals,
- consolidation of measurement information relevant to an organization’s progress against these goals, and
- interventions made by managers in light of this information with a view to improving future performance against these goals.
Although presented here sequentially, typically all three activities will run concurrently, with interventions by managers affecting the choice of goals, the measurement information monitored, and the activities being undertaken by the organization.
Because business performance management activities in large organizations often involve the collation and reporting of large volumes of data, many software vendors, particularly those offering business intelligence tools, market products intended to assist in this process. As a result of this marketing effort, business performance management is often incorrectly understood as an activity that necessarily relies on software systems to work, and many definitions of business performance management explicitly suggest software as being a definitive component of the approach.[4]
This interest in business performance management from the software community is sales-driven- "The biggest growth area in operational BI analysis is in the area of business performance management."[5]
Since 1992, business performance management has been strongly influenced by the rise of the balanced scorecard framework. It is common for managers to use the balanced scorecard framework to clarify the goals of an organization, to identify how to track them, and to structure the mechanisms by which interventions will be triggered. These steps are the same as those that are found in BPM, and as a result balanced scorecard is often used as the basis for business performance management activity with organizations. In the past, owners have sought to drive strategy down and across their organizations, transform these strategies into actionable metrics and use analytics to expose the cause-and-effect relationships that, if understood, could give insight into decision-making.
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- "Giving the Boss the Big Picture: A dashboard pulls up everything the CEO needs to run the show". BusinessWeek. Bloomberg L.P..
- Business Finance: Bred Tough: The Best-of-Breed, 2009 (July 2009)
- Managing Change and Conflict
Looking to the Future
Tutorials
Readings
- Two Biggest Challenge Facing Human Resources Managers Today Essays and Term Papers
- Challenges Faced By HR Managers Essays and Term Papers
- What are the challenges facing human resource manangement professionals today?
- Challenges Human Resource Departments face today
Global Human Resource Management - Meaning and Objectives
With the advent of globalization, organizations - big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management.
Even those organizations who consider themselves immune to transactions across geographical boundaries are connected to the wider network globally. They are in one way or the other dependent upon organizations that may even not have heard about. There is interdependence between organizations in various areas and functions.
The preliminary function of global Human Resource Management is that the organization carries a local appeal in the host country despite maintaining an international feel. To exemplify, any multinational / international company would not like to be called as local, however the same wants a domestic touch in the host country and there lies the challenge.
We may therefore, enumerate the objectives of global HRM as follows:
- Create a local appeal without compromising upon the global identity.
- Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries.
- Training upon cultures and sensitivities of the host country.
The strategic role of Human resources Management in such a scenario is to ensure that HRM policies are in tandem with and in support of the firm’s strategy, structure and controls. Specifically, when we talk of structures and controls the following become worth mentioning in the context of Global HRM.
1. Decision Making: There is a certain degree of centralization of operating decision making. Compare this to the International strategy, the core competencies are centralized and the rest are decentralized.
2. Co-ordination: A high degree of coordination is required in wake of the cross cultural sensitivities. There is in addition also a high need for cultural control.
3. Integrating Mechanisms: Many integrating mechanisms operate simultaneously.
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Recommended Texts
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Modern
Human Relations at Work 9th Edition Richard M. Hodgetts - Florida International University Kathryn W. Hegar - Mountain View College 0324205635 503 pages Case Bound 8 1/2 x 11 © 2005 Check the availability and buy your books from our Bookshop.
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Valuing
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