General Thoughts on HHRR Management
Employees behavior is discretional and cannot be ruled by a contract. In order to influence behavior, attention to employees own interests should be considered. As in any relationship, trust is the basis for good human resources practices. One basic role of the human resources department is to provide the company with the availability and ability of resources in order to accomplish its goals. Anotherone is to manage workforce in-flow, through-flow and out-flow. The procedures and strategies developed in managing this flow should be aligned with the company’s mission, vision, values, strategies and goals. There is no ‘one-size-fits-all’, different approaches to human resources management can work for different companies. The important thing to take into consideration is to be consistent. Coherence and consistency are key in sending the right ’signals’ to employees that will determine the overall company’s cognitive framework.
Each organization has its own culture and cognitive frameworks which have been developed through its history. People expectations and perceptions are developed from what the company’s signals are. The correct design of coherent policies and the efficiency and consistency of their application are key in driving people’s behavior within an organization. Human behavior cannot be bought, cannot be driven by power, authority or money; human resources cannot be managed just by ‘numbers’.
Managers should acknowledge that the employee relationship is a conflict between employees and company’s goals. Their role of managers is to ‘manage discontent’; it’s to continuously work on establishing a balance between effort and reward. In this interaction, employees should have a voice. Achieving harmony in employment relationships is not natural or automatic, on the contrary. This relationship needs proactive action to get cooperation from both parties.
Tags: conclusion, employee relationship, human recourses management, motivation, trust