“Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory.” —Andrew Carnegie
Human Resources (HR) is the backbone of any organization as it deals with all aspects of employees, from recruitment to retirement, including wages and welfare. As the war for talent intensifies globally, HR is more focused than ever before. Currently, there is a drastic shift from manual workers to knowledge workers worldwide, where people aspire to become consultants rather than contractors. Additionally, employee aspirations and expectations are rising rapidly.
Man vs. Machine
Previously, it was the machine behind the men that counted. But today, it is the men behind the machine that counts. Organizations are crying for talent globally. There is a scarcity of right talent, and it is a great opportunity for the right talent to explore and grow globally.
There is a limit to machines, but there is no limit to human potential. Elbert Hubbard rightly remarked, “One machine can do the work of 50 ordinary men. No machine can do the work of one extraordinary man.” It is a fact that machines can be handled easily whereas people cannot as people have different emotions, egos, and feelings. Handling them is a challenging task as they have different expectations and aspirations. Knowing what motivates them is another major challenge. At times, they don’t gel well with other members in the team and leaders find it challenging to lead and retain them. Here, the role of HR comes into play in order to effectively handle employees from entry to exit. Additionally, HR must reinvent with the latest principles and philosophies by keeping pace with the expectations and aspirations of all stakeholders to stay ahead of the times and technologies.
There are many principles of Human Resources. Here are eight of them to understand and apply appropriately to make HR practices transparent and relevant for the future.
Principle #1: Recruitment to retirement.
HR is all about dealing with employees from recruitment to retirement. It includes manpower planning, selection, training and development, placement, wage and salary administration, promotion, transfer, separation, performance appraisal, grievance handling, welfare administration, job evaluation and merit rating, and exit interview. Precisely, it deals with planning, organizing, staffing, directing, and controlling of people.
Principle #2: People (men) behind the machine count.
Previously, it was the machine behind the man that counted. Today, people are the real power to drive organizations forward. Machines only assist people. Ultimately, the machine is servant to men, not the other way around.
Principle #3: Hire for attitude, recruit for skills.
Attitude is the key to employee engagement and success. Hence, HR leaders must emphasize attitude rather than experience. It is better to hire a new job seeker with high attitude and no experience than one with a rotten attitude and years of experience. If employees possess a good attitude, they will have the ability absorb the knowledge, skills, and abilities that are essential to perform their tasks effectively in the workplace.
Principle #4: Appreciate attitude but respect intelligence.
It is true that both attitude and intelligence are essential to improve the organizational bottom line. If HR leaders find it is tough to get both, they should choose attitude over intelligence as it helps accomplish organizational goals and objectives.
Principle #5: Hire slow, fire fast.
HR leaders must be slow in hiring the right talent for their organizations. They must look for the right mindset, skill set, and tool set in job seekers during recruitment. If they find that bad apples entered into their basket, they must be removed quickly to contain further damage to their organizations.
Principle #6: Shed complexity, wed simplicity.
People today prefer to work in flat organizations rather than tall ones. Tall organizations often have hierarchies with a bureaucratic mindset that doesn’t work in the present context. Gen Yers are happy to work with partners rather than with bosses. So shed complexity and wed simplicity to achieve organizational excellence and effectiveness.
Principle #7: HR leaders are king and queen makers.
Presently, there is an impression globally that HR leaders are king and queen makers. They cannot become kings and queens. They are perceived as people who become ladders for others to climb to higher positions. It is due to the roles and responsibilities they undertake. HR leaders are masters of their trades, not jacks of other trades. They know everything about HR, but they don’t necessarily know much about other aspects in the organization. CEOs are masters in their own domains and jacks of other domains. They are masters in their areas and know something about others areas. Thus, HR leaders must acquire knowledge about other areas and acquire technical and business acumen to become kings and queens—the chief executives.
Principle #8: To serve is to lead and live.
Mahatma Gandhi once remarked, “The best way to find yourself is to lose yourself in the service of others.” HR leaders must serve people with pleasure without any pressure. They must become torchbearers of human capital and knowledge. They must learn, unlearn, and relearn to stay relevant.
Your Most Valuable Asset
Renee West once said, “You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.” So always emphasize people more than strategy. Emphasize men, not machines. Reinvent the principles of HR to stay ahead of your times and technologies. Your most valuable asset is your precious human resources. Make sure employees go home happily and return to the office with excitement. Remember, your employees are your brand ambassadors. Care for them, respect them, and retain them to accomplish your organizational goals and objectives, and to grow as a soft leader.
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” —Lawrence Bossidy, GE
Professor M.S.Rao, Ph.D., is an international leadership guru and leadership educator, executive coach, speaker, and consultant. He has 34 years of experience and is the author of 30 books including 21 Success Sutras for Leaders (http://www.amazon.com/21-Success-Sutras-Leaders-ebook/dp/B00AK98ELI) that was ranked as one of the Top 10 Leadership Books of the Year – 2013 by San Diego University. His award-winning book “Success Tools for CEO Coaches: Be a Learner, Leader, and Ladder,” is the Community Award Winner for 2014 by Small Business Trends (http://bookawards.smallbiztrends.com/management-2014/success-tools-for-ceo-coaches-8/). His award-winning book, “Smart Leadership: Lessons for Leaders” (http://www.amazon.com/dp/B00D9S8SCW) has been published as a Spanish language e-book. His vision is to build 1 million students as global leaders by 2030 (http://professormsraovision2030.blogspot.in). He has been honored as an upcoming International Leadership Guru by Leadership Gurus International (http://www.globalgurus.org/leadership/upcoming.php) and listed as one of the leading achievers around the world in Marquis Who’s Who in the World in 2013. He serves as an advisor and judge for several international organizations, including Global Leadership Awards, Malaysia. He received the International Coach of the Year 2013 Award from Comprehensive Coaching U, Inc. http://www.terrilevine.com/coachoftheyear/winners.html Professor Rao coined an innovative teaching tool called Meka’s Method; a leadership teaching tool, 11E Leadership Grid; and a new leadership tool called Soft Leadership Grid, based on his new leadership style, “Soft Leadership” copyrighted with Jossey Bass. He led a Webinar on Soft leadership organized by International Leadership Association (http://www.ila-net.org/Webinars/Archive/Rao082012.html). A No.1 ranked speaker in India, reviews can be found at: http://speakerpedia.com/speakers/professor-msrao. Books can be found at: www.amazon.com/gp/pdp/profile/A16SKI0396UBRP. Most of his work is available free of charge in his four blogs http://professormsraovision2030.blogspot.in, http://profmsr.blogspot.com, http://professormsrao.blogspot.com and http://professormsraoguru.blogspot.com. You can e-mail him at email@example.com and follow on Twitter at @professormsrao Contact him via e-mail at firstname.lastname@example.org and follow him on Twitter at @professormsrao.
Post Views: 9,184
Human resource management is the strategic approach to nurturing and supporting employees and ensuring a positive workplace environment. Its functions vary across different businesses and industries, but typically include recruitment, compensation and benefits, training and development, and employee relations.What is the 8 box model of HR? ›
The 8-box Model depicts various external and internal factors that influence the effectiveness of HR work. The external general market context, the external population market context, the external general institutional context, and the external population institutional context are all visible.What are the 4 C's of HRM? ›
The four Cs of the HR profession: Being competent, curious, courageous, and caring about people.What are the 3 P's of HR? ›
Addressing the 3 P's of Performance Management: Purpose, People & Process.What are the three pillars of HR? ›
- Onboarding and Foundations. Onboarding includes not just recruiting and selecting the best of the best; but ensures a successful integration into the social and performance aspects of the job and business as a whole quickly and smoothly. ...
- Growth and Empowerment. ...
- Offboarding and Exiting.
The term human resources refers to the size of the population of a country along with its efficiency, educational qualities, productivity, organisational abilities and farsightedness. It is the ultimate resource, but not equally, distributed over the world.What is HRM and its principles? ›
Human Resource Management (HRM) is a collective term for all the formal systems created to help in managing employees and other stakeholders within a company. Human resource management is tasked with three main functions, namely, the recruitment and compensation of employees, and designating work.What is the importance of human resources class 8 short answer? ›
(i) Human beings are the most important resource of a nation. They are significant because had they not utilised their brains, the other resources of nature would not have found any utility. In other words, human resource is the ultimate resource.What are the eight 8 key and interrelated functions of HR management? ›
- Recruiting and Onboarding New Employees. ...
- Organizational Structure. ...
- Performance Management. ...
- Employee Compensation and Benefits. ...
- Training and Development. ...
- Employee and Labor Relations. ...
- Workplace Safety and Health Issues. ...
- Employee Satisfaction.
Full cycle recruiting is a process whereby a single individual is responsible for overseeing the recruitment and hiring of an employee through every stage of the process.
The HR cycle is a journey an employee goes through in the organisation from the time they are hired to the day they leave their job. Human resource managers play an important role in every stage that the employee goes through - and as such, every stage presents its own challenges and opportunities.What is a 9 box in HR? ›
The 9 box grid is an employee assessment tool that divides and plots employees across 9 key data points. It is a grid-based system used to evaluate employees' performance levels and potential for growth to fit them into each of these 9 segments.What is an HR value chain? ›
The HR value chain is a model that shows how the outputs of HR activities and practises contribute to company objectives. It demonstrates that the department has a number of processes and actions that result in HR results, which help the organisation achieve its goals.What is the best HR structure? ›
Regardless of the size of your organization, at a very basic level, the most effective way of organizing the structure of an HR team is to have individuals (or teams) that each specialize on key human resource functions.What are the 4 functions of HR? ›
Four basic functions of Human Resource Management are Planning, Directing, Controlling and Organizing.What are the 6 function of HR? ›
Tip. The six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.What are the 4 elements of HR planning process? ›
There are four general steps in the HRP process: identifying the current supply of employees, determining the future of the workforce, balancing between labor supply and demand, and developing plans that support the company's goals.What are the four levers for HR excellence? ›
On the basis of our experience in client engagements, we believe that adopting a more active role for HR requires addressing four levers—personnel quantity, personnel costs, personnel quality, and transformation and management—with company-specific activities supporting each lever.What is HR called? ›
Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, personnel, associates or simply: people.What is HR easy answer? ›
Human Resource is the department that is responsible for recruitment, selection, planning, training, compensation promotion and development and involves various specialists work in organizations. The HR should have knowledge about the person is perfect for which position this is the important work of HR.
A human resource department is also in charge of keeping employees safe, healthy, and satisfied. With proper HR management, workplace policies keep up with necessary protective measures and implementation and provide solutions to issues between team members, avoiding risk for the company and its employees.What are the 10 functions of HR? ›
- Human Resource Planning. HR's initial role focuses on the company's long-term requirements. ...
- Recruitment and Selection. ...
- Performance Management. ...
- Career Planning. ...
- Employee Participation and Communication. ...
- Health and Safety. ...
- Personal Well Being. ...
- Administrative Responsibilities.
People are a nation's greatest resource. Nature's bounty becomes significant only when people find it useful. It is people with their demands and abilities that turn them into 'resources'. Hence, human resource is the ultimate resource.What are the example of human resources? ›
Human resources is the person or group of people at a company who manages all things related to its employees. This includes — but is not limited to — hiring, maintaining a budget, recruiting, managing benefits, ensuring employee satisfaction, implementing a company culture, and training new hires.How can we improve HR class 8? ›
Development of Human resource can be done by improving literacy skills, skill development, and training. Q. Improving the quality of people's skills so that they are able to create more resources is called human resource development.What are the 4 types of HR? ›
- Recruitment and Selection. Human resource management jobs include professional recruiters who filll vacancies within an organization. ...
- Compensation and Benefits. ...
- Health and Safety. ...
- Labor and Employee Relations. ...
- Training and Development. ...
- Risk Management. ...
- Managers and Directors.
The employee life cycle consists of seven stages: attraction, recruitment, onboarding, retention, development, offboarding, and happy leavers.What is end-to-end HR process? ›
An End-to-End HR process is, as the name indicates, the process that accounts for all the stages of the employee lifecycle, from one end to the other. It covers a range of processes and solutions that should enable and enhance the candidate experience, employee development, personnel and workforce management.What is a 360 recruitment cycle? ›
The recruitment cycle, also known as the 360 recruitment cycle or the recruitment life cycle, is the complete process of recruiting talent with all the phases including sourcing, interviewing, selecting and hiring.Which one of the following is a human made resources Class 8? ›
People use natural resources to make buildings, bridges, roads, machinery and vehicles, which are known as human made resources.
- Analyzing Labor Supply. The first step of human resource planning is to identify the company's current human resources supply. ...
- Forecasting Labor Demand. ...
- Balancing Labor Demand With Supply. ...
- Developing and Implementing a Plan.
People are called human resources because natural resources are made useful by the demands and abilities of people.What are the 4 types of human made resources? ›
Examples of man-made resources are plastic, paper, soda, sheet metal, rubber, and brass. Natural resources such as water, crops, sunlight, crude oil, wood, and gold. Therefore, we can say that human resources are elements or substances that do not exist in the natural world and are valuable to human life.Why are human resources important? ›
HR plays a key role in developing, reinforcing and changing the culture of an organisation. Pay, performance management, training and development, recruitment and onboarding and reinforcing the values of the business are all essential elements of business culture covered by HR.What are the six core HR processes? ›
The six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.What are the 6 HR functions? ›
- Recruiting, hiring, and onboarding.
- Human resource planning.
- Benefits and compensation.
- Performance management.
- Training and development.
- Employee engagement.
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.What are the 7 task of HR manager? ›
There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection.