What is Human Resource Planning?
This book is currently in draft form; material is not final. Learning Objectives Define and understand the differences between human relations vs. Identify key people in human resources theories.
Discuss and learn about motivation theories.
The notion of human resources as a general category for a variety of management related theories was originally proposed by Raymond Miles. Human relations or human resources?
Harvard Business Review, 43 4— Miles believed that each and every worker comes into an organization with a variety of resources that management can tap into if they try. Harvard Business Review, 43 4—, pg. Instead, the primary task of management should be the creation of a working environment that fosters employee creativity and risk taking in an effort to maximize and tap into the resources employees bring to the job.
As such, communication in this perspective must be constant and bi-directional and participation in decision-making must include both management and workers. California Management Review, 13 448— To help us understand human resources, we are going to describe how human resources differ from human relations and discuss some key people in human resources.
Miles, as explained above, articulated a very clear theoretical perspective that was high on communication, high on tapping into employee resources, and high on employee input in decision making. These ideas were not his, but he did create a clear categorization scheme where he delineated between two groups of researchers whom he labeled human relations and human resources.
Human Resources" provides a list of the major differences that Miles believed existed between human relations and human resources. While workers need to belong, be liked, and be respected, workers also want to creatively and effectively contribute to worthwhile goals.
Worker Desires Workers really desire to feel as though they are a useful part of the organization. Workers really desire to exercise initiative, responsibility, and creativity, so management should allow for these.
Outcomes If worker needs and desires are filled, they will willingly cooperate and comply with management. Management should tap into worker capabilities and avoiding wasting untapped resources.
When employees feel that they have self-direction and control and are able to freely use their creativity, experience, and insight they will be more satisfied.
Productivity Job satisfaction and reduced resistance to formal authority will lead to more productive workers.
When employees feel that they have self-direction and control and are able to freely use their creativity, experience, and insight they will be more productive.
Management Goal Managers should strive to ensure that all employees feel like they are part of the team. Managers should help employees discover hidden talents and ensure that all workers are able to fully use their range of talents to help accomplish organizational goals.
Decision Making Management should allow employees to offer input on routine decisions and be willing to discuss these decisions, but management should keep important decisions to themselves. Management should allow and encourage employees to freely participate in the decision making process with all types of decisions.Career management is conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life for better fulfilment, growth and financial stability.
It is a sequential process that starts from an understanding of oneself and encompasses occupational awareness. Debates about the importance of Human Resources Management occur daily in workplaces.
Some employees regard HR as the policing, traumatizing, systematizing arm of executive management. These employees see HR staff as gatekeepers, people who hold little interest in employee concerns. Debates about the importance of Human Resources Management occur daily in workplaces.
Some employees regard HR as the policing, traumatizing, systematizing arm of executive management. These employees see HR staff as gatekeepers, people who hold little interest in employee concerns.
|What is Human Resource Planning ?||In this respect, with the possibility of misinterpretations, von Bertalanffy  believed a general theory of systems "should be an important regulative device in science", to guard against superficial analogies that "are useless in science and harmful in their practical consequences". Others remain closer to the direct systems concepts developed by the original theorists.|
|Nursing Management & Executive Leadership Specialization | SHU Online||This article has been cited by other articles in PMC. However, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions.|
|Sections of This Topic Include||Importance of Career Development Importance of Career Development Although the business environment has been endlessly experiencing negative changes such as economic downsizing and restructuring resulting in fewer hierarchical positions but at the same time the need for improving productivity while keeping a pace with continuously changing technology has also increased.|
"Employment Relations Today is intended to provide practical information in the area of employer/employee relations for human resources, EEO, and employment relations managers." HR Focus A professional newsletter for Human Resource managers.
Organizations have many opportunities for human resources or employee development, both within and outside of the workplace. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort.
Jun 17, · Background. One of the main goals of Human Resource Management (HRM) is to increase the performance of organizations. However, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions.