Traditionally, I have heard that personal management departments were functioning in the company up to the last decade. Most people were not interested to work with personal management departments as they always felt unsafe as they believed, the personal manager can always hire and also fire anyone. But When the new Human Resources management concepts are replacing those traditional views most people were very motivated as they were recognized as the most valued resource in the organization.
Human resource management (HRM) is a
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 its
objectives.
I remember once one of the greatest Human resources practitioners who
participated in a corporate plan session as a keynote speaker, started his
speech, by saying that “HR is the most difficult resource to manage but the
most efficient resource if managed well”. Then he elaborates on the concept of the
“HR life cycle” which is starting from the strategy development of the company
to the exit interview of a person who would have to go through a long cycle.
During this module, I understood that If each of those steps is planned and
managed well, it will ensure that the right people will be in the right
position with the required skills to achieve the organization’s corporate targets.
I learned that good HR strategy which is
defined as HR strategies set out what the organization intends to do about its
human resource management policies and practices and how they should be
integrated with the business strategy and with each other. Also, I understood
that a better HR strategy can satisfy business needs, can be turned into
actionable programs, is coherent and integrated, and takes account of the needs
of line managers, employees, and other stakeholders.
Using the best employees, was another pain point that I ever had in any
project. I feel that lots of employees are doing exactly what they have legally
entitled to, but nothing more than that. Actually, I thought that is because only
the level of motivation and rewards always could improve that. With the new
knowledge on “Employee engagement” I unlearned the old state and learned this
concept as a deep and broad connection employees have with an organization
that results in a willingness to go beyond
what’s expected of them to help the organization succeed. Making the employees
engaged is a major role of Human resources management.
As we discussed separately in the cross-cultural management module, the
company culture is fundamental to retaining talent. Create a people-centered corporate culture,
view people as the central goal of management and the most important and
creative enterprise resource, take care of employees, care for them, respect
them, trust them, fully empower them, and give them opportunities to complete
work independently. Companies should
encourage the creativity, participation, and spirit of collaboration of their
employees, and build a unique and excellent corporate culture that represents
the highest level of loyalty. Finally, I would like to say that with the
experiences I have as a corporate trainer, Training is the best reward
organizations give to employees and it is also a type of employee welfare. At the same time, training is an important
platform for the promotion and personal development of employees.
In modern society, science and technology are
developing rapidly, the speed of renewal of knowledge and skills is rapid, and
employees who work for a company, not only want material returns but also hope
for better sustainable development. It is difficult for organizations that are
unable to improve the skills and abilities of their employees or cannot provide
sustainable development opportunities for employees to retain good employees for long periods of time and companies need to put
in place a professional management system that goes through both an
organizational career management system and through an individual has a job
management system so that organizations and employees can achieve long-term
development and "win-win"
development between companies and individuals.
