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  • Jaya Bharat Chebrolu

    November 3, 2021 at 12:31 am

    Traditionally, human resource management practices were developed and administered by the company’s human resource department.
    Managers are now playing a major role in developing and implementing HRM practices. Why do you think non-HR managers are becoming more involved in developing and implementing HRM practices? Discuss

    First of all Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.

    Whether non-HR managers or HR managers, we are all human resource’s for the company/ organization we are working with/for.

    Non-HR managers are also supervising teams and they have to develop their teams for better performance there by contributing to the common goal of the organization or company. For that every one has to have an inch of HR management in their routine job.

    The traditional HR was isolated and done by a rigidly separate department. The modern view is that HRM is a subsystem of a larger system of organization, all managers have some amount of HRM roles (like performance counselling, mentoring) .

    There is no doubt that the management of human resources must allow to prepare and re-adapt the personnel to the new demands of work, to the new organizational models, based on a new work culture characterized by: the spirit of solidarity and cooperation at work, the better performance and collective efforts, participation in decision-making, the promotion of horizontal and vertical communications, the reduction of intermediate levels and middle managers, the integration of functions and the creation of new ones, the decentralization of controls, collective responsibility and commitment to the objectives of the organization, among others, aspects that can only be verified if they are met as established, by auditing the modern management of resources.

    The purpose of the administration of human resources is to improve the productive contributions of personnel to the organization, so that they are responsible from a strategic, ethical and social point of view.

    This is the guiding principle of the study and practice of human resources administration.