In any industry, people are the ultimate commodities. At least top management people do have a legitimate right to opine so. Rampant poaching, talent wars and personal issues always mar straight jacket human resource management methods and plans. Conventional wisdom suggests that people need to be guided and controlled in order to derive the best out of them. This myth is associated with the stereotyped thinking that leadership is about control. Commodification stems from the fact that, people are just like inventory. In the ensuing process, these systems have stifled innovation and creativity. While it is true that a good human resource planning is about placing the right people in the right place and at the right time, there is more to people management. Here we discuss the ingredients of a recipe that can bring disaster for “commodification” and delight to enterprise performance.
1. Measurement, Not Control Aids Human Resource Planning.
Have you measured the finer aspect of your people? These are aspects may not be revealed in their resumes. Personal information management holds the key to discovering puzzles of individual choices. It enables a human resource manager to know the employee inside out and thus plan better. It is more sensible to manage and control an employee on the basis of information. Management by measurement leads to accountability.
2. Streamline Reporting Procedures To Get The Complete Picture
Multiple teams and resources get employed in the project. Managing different people is the same as handling different perspectives. Communication is perception. When reporting occurs on communication platforms that are linear watertight compartments, it becomes easier to have many interpretations of the same event from the same employee. It thus recommended that the human resource management software should foster openness by enabling a common communication platform with customizable settings for users of different designations
3. Time Management Is Not About Keeping Busy
There is a strange compassion for oppression in giving due diligence to spending time at the office. Time management is not just about early entry and late exit. It is about what an employee does in the time for which he is at the office. Keeping busy with a task indicates a high lock-in period of a resource. It does not give the slightest hint of progress made on the work front. An effective performance management software measures work. A task when shaped into a project and a specific deadline fuels pace of work. Most projects do have deadlines and hence progress tracking is easy. But from a strategic view, there should be a time parameter to inspect how far the company has come towards meeting its goals. The usage of the “Hundred Day Rule” may be effective in this regard. We can set goals for a hundred days. Performance appraisal about targets met in hundred days would be more effective in manning manpower.
4. Transform Your Enterprise Into A Learning Organization
The learning organization needs not spend precious dollars and time in training and development. A small intranet to share knowledge resources can be a very effective mechanism to foster innovation and creativity. It is more like a drop box of ideas and best practices. While many companies have implemented this long ago, it is for the human resource manager to monitor activity on the knowledge network. An employee who consistently pours new ideas, tools and techniques to solve problems counts high on innovation and leadership. An employee who makes an effort to look beyond problems concerning his work is a leader in the making. Not only does it motivate the concerned employee, but serves as a system to groom building leadership talent.
5. Integrate Quality Management With People Management
Quality management is not the responsibility of the chosen few. It is the responsibility of the people working in the organization. Achieved the quality through people. People engineer systems, run those and produce the output. A human resource management software that rewards quality realizes the aspirations of the company to be a true quality leader. Proactive quality management may be executed by using simple tools like quality check, agile methodology and pruning ideas emerging from team meetings within the human resource management system. Achieving targets signify efficiency of employees. Achieving quality standards signifies effectiveness of employees. By rewarding quality, companies can become great employer brands and quality leaders simultaneously.
Modern day business needs to go a step beyond commoditization. Business consulting teams at top software companies firmly believe that human resource management automation should consider the above-mentioned points to overhaul employee and business performance. A global human resource management system that empowers employees and encourages them to be transparent, self-motivated and quality oriented can transform the performance of the enterprise. The CEO needs to put in place a strong system that caters to these points. Beyond administering a system, the CEO should only focus on results. A human resource management software can be the ultimate demolition weapon in the hands of a business leader. It can be the most potent bulldozer in pulling down walls in the organizational structure. For those who are familiar with the concept of “liberal democracy”, it is a process of empowering people and enhancing accountability. For those who are still not enlightened enough to distinguish between anarchist revolution and human resource management, we discuss the most important aspects of new age people management prospects.
The author of the article Zeba M. Warsi, is handling the projects like ERP, School Management Software, Medical Sales Reporter, HRMS, Inventory Management, Payroll Software of Satya PAyroll, POS, CRM, & Digital Notice Board System with on cloud computing, information technology and economics of information.