The Psychology Of Human Resource Management On The Job

It is safe to say that in the recent past, no other area of an organization has changed so much as human resource management. Till recently, companies and organizations had a department or division for personnel or labor relations or industrial relations. Its functions normally centered around ensuring smooth production and operations, discouraging strikes and labor activism, appraisal and compensation issues and complying with the government’s rules and mandates.

The improvements and changes in the industry and economy besides increased awareness of employees as a valuable resource has changed the focus from controlling to managing this resource. An organization’s most valuable asset now is its people and not capital, machinery or technology. People are emotional, ever changing and susceptible to ups and downs and as such managing this dynamic resource needs a set of both hard and soft analytical skills.

In human resource management various activities find a place, such as recruiting the right kind of employees, training them to enhance themselves and enrich the organization at the same time, keep them motivated and enthusiastic and encourage high performance. More fields include hrm and psychology, benefits and compensation, compliance with regulations, equal opportunity to minorities, women and physically challenged.

The human resource manager has come to play an increasingly important role in an organization’s success. He has the unenviable task of searching for and recruiting people having not only the qualifications required by the organization but also the right attitude and emotional balance. He has to then apply hrm and psychology to ensure that they all work towards the same direction set by the organization and at the same time, not stifle individuality and creativity.

An effective human resource management has some fundamental features like a system to bring suggestions and complaints and to apply/think over them immediately and effectively. Some other functions of a good human resource management are to have a responding appraisal system that contains the facility of giving counsel to each employee in his/her career and in building their personality and also an honest feedback mechanism.

All organizations, be it is a large corporation, a non-profit or a small business unit, has to take care of its people if it has to grow and prosper. It must identify and nurture those who are high performers and groom them for leadership roles. At the same time, it has to identify and help average performers to improve themselves and their productivity. It can’t hope to achieve these objectives, without a well-developed human resource management. Basicly, it has to keep its people happy, since a happy person is even a productive one.

Employees are the most valuable asset of an organization and managing this resource has evolved from controlling to nurturing and enriching it. The human resource management now needs soft and hard analytical skills and encompasses a wider area, including recruitment of right kind of people, training and motivating them to work towards the organizational goals without curbing their individuality and creativity. Areas of a human resource manager range from hrm and psychology, regulatory compliance, benefits and compensation management, counseling to leadership development. His other operations include a grievance alleviation process and an effective appraisal system for obtaining genuine feedback.

- George Purdy

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One Response to “The Psychology Of Human Resource Management On The Job”

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