Reflection: Human Resources and CSR

This article would cover three major areas of human source of information management in my own previous occupation.

  • HRM in my organization
  • HRM and CSR
  • HRM procedures during recession

Human source of information management serves as a an approach to management that consider people as its key resources. For every organization their workers are the key reference for success. Without co-operation or determination from employees, organizations can't achieve levels. In the broader sense HRM is thought as 'the part of management process that is experienced in the management of men and women in work organizations. HRM emphasizes that employees are critical in attaining sustainable competitive advantage, that human source of information specialists help organizational controllers to meet both efficiency and equity objectives'(The human learning resource management:Theory and Practice pg11)

HRM in my own organization

In my limited experience I've seen a range of HRM activities by HRM professional in my own organization. HR managers are believed as solitary point of contact for employees for all your HR related issues. HRM keeps a substantial role in taking care of employees in an group. Behaviour theorists suggests that behaviour and performance of the 'real human tool' is a function of at least four parameters: ability, desire, role notion and situational contingencies. (McShane, 1995). Proper management of men and women has been regarded as a main aim for HRM. Strategies has been formulated at the organizational level by the senior management and then it's been distributed to the business enterprise level and then to Functional level. HR managers must leverage the organizational strategy to the line professionals. HR managers has to motivate employees to achieve the common goal or the organizational strategy.

HRM activities carries a range of activities from recruitment, training, appraisal and rewards. HR professionals are linked to a worker from the time he joins the business to enough time he leaves the organization. An HR manager has to keep record of all the employees employed in the particular corporation. If you ask me HR team conducts recruitment predicated on the requirement from each business unit to handle a task. HR team first review the available interior work force and then if not found enough resources, then conduct recruitments. Appropriate prospects are shortlisted and then interviewed. HR manager role also contains planning induction training for the new joiners, creating training plan from the employees, making a buffer pool to manage surplus employees in the business and to take care of employee separation processes.

In my own view my previous employer Technical Mahindra limited employs Guest model of HRM. According to Guest model of HRM core set of HRM practices can achieve superior specific and organizational performance. The central hypothesis of HRM is that if a group of HRM practices are applied in a coherent fashion with a view to attaining normative goals of high dedication, high quality and job overall flexibility then superior specific performance will result. (Braton, Platinum : Human Tool Management:Theory and Practice pg21). In Techmahindra HR techniques are performed in such a way that employees are given proper training and are rewarded properly so that their dedication to the organization increase. They are created aware of the organizational strategy and the organizational goals. By doing like that each employee will work towards achieving that common goal. We also experienced a forum call "JOSH" which signifies fun and entertainment of employees in the business. JOSH golf club will organize incidents throughout the year so that employees can participate in those occasions and can relax from the task load. This will generate a good work environment for the employees. I think about this as a good HR technique to give worker a warm feeling in the business.

Picture adapted from Lecture2 give away.

I can obviously say that in my own previous occupation the HRM routine was like the HRM Cycle produced by Fomburn(1984). Once the employee is determined to the organization then he'll be evaluated annually predicated on his performance. Administrator will assign goals to employee that needs to be achieved through the financial year. By the end of financial yr appraisal discussion will need place between staff and manager and will review what lengths the worker achieved his/her goals. Predicated on that if required supervisor will ask the worker to attend training programmes or if the staff performs very then he/she will be nominated for a reward and will receive a hike in his/her pay.

HRM and CSR

Corporate Social Responsibility Corporate sociable responsibility (CSR), also known as corporate conscience, corporate citizenship or corporate and business social performance, is a kind of corporate self-regulation built-into a business design. (Source: Real wood, D. (1991)). CSR targeted business promotes open public interest by pushing community development and development and eliminating practices that damage public sphere regardless of legality.

All major multinational firms have CSR plan associated with their organizational plan. All group has a responsibility to the world. Many organizations follow different strategies for CSR. CSR founded business promotes open public interest by motivating community development and development. Organizations concentrate on growth of the city and modern culture by applying several welfare schemes. CSR is also considered as a welfare insurance plan that each multinational companies or organization dedicate to the modern culture.

In my earlier employment we had several schemes included in the CSR policy. In my own corporation it was regarded as an effort which is voluntarily carried out by every employee to improve quality of life in the modern culture. CSR reflects organizations brand and value by addressing societies most sophisticated problems and try to bring a ecological solution(source:TechMahindra website). HR insurance policies are tailored so that organizational and task goals are not affected by staff contribution in CSR activities.

Several issues that a modern culture faces include insufficient proper education in villages, lack of computer in some colleges etc. So these issues are taken within CSR and each company by using their employees tries to determine a solution. In my previous employment we have taken care of an orphanage. We've supplied them with all the necessary food, provided education and invited them for all your celebrations that people conducted inside our office. All employees who are positively mixed up in CSR spend valuable time with them when they visited our office. Similarly we've also conducted tree plantation and also carried out "LIVE GREEN" coverage in office premises. We've taken up a rural town and provided education for females and children. Employees can positively take part in these programs throughout their free time and on weekends.

We have 'Techmahindra groundwork' to help and support Education in rural areas, women empowerment and also to support the needy. HR insurance policies are made so that employees can provide support to the foundation by giving donations or being a volunteer of the foundation to support and help the CSR activities.

HR Policies during recession

Every business has an alteration in their organizational strategy during the economic recession time. Senior management has asked HR specialists to come up with a fresh HR technique to offer with the financial meltdown. The primary objective of senior management was to reduce cost and keep maintaining financial balance in the business. Due to financial crisis many organizations were required to shut down their functions, many employees lost their job and those organizations that survived the turmoil are scheduled to proper organizational and HR strategies. Creative individuals resource management is essential through the recession period.

HRM function has to develop new ideas to bring change to HRM process. These changes bring change in the procedure in which an organization works. The main idea behind brining in new procedures is to lessen cost of the organization. Usually recession period is not regarded as a great time to bring HRM Improvements. For most organizations during recession their regulations and methods should be foundation lined on cost cutting

In my past occupation, during recession period HR professional developed a proper plan to learn variety of employees that are working on tasks and employees that aren't assigned to any assignments. As cost slicing was one of the primary objectives HR professionals carried out job rotation structure so that employees that are working on a project is given an possibility to focus on another project where the business was actually looking for an external resource. When they discovered that by job rotation the necessity of external applicant is not needed as the inner employee could deal with the new obstacle.

Another HR insurance plan was to identify real key employees in the organization. This is done to ensure that key employees don't leave the business through the recession time. They were made intact to the organization. HR professionals has also implemented some guidelines to find out employees that are not carrying out up to the expectation. Those employees were devote a job pool and have given opportunity to develop their skills and make an application for new roles beyond your corporation. Most organizations were pursuing lay-off scheme during the recession time as an easy way of cost slicing. In my firm we valued dedication of employees to the business. So instead of relieving employees they were given a nominal amount as salary and a space to develop their skills. If an employee shows his/her skills then he/she will be taken back into job with the normal pay.

During recession period HR officers were pressured to revisit the training plans and make suitable preparations so that trainings won't incur heavy cost for the organization.

CONCLUSION

I could evidently state that in my own previous career the HR strategy was intact with the organisational strategy, where in fact the strategy was influenced by HR. Learning resource based mostly view of strategy was given more importance. HRM regulations and procedures should be personalized by considering employees as their key resources.

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