Organizations operate in an ever changing environment. Hence there is need for changing assumptions about organization structures also. Modern organizations involving high technology and educated workforce require relatively flat and not pyramidical structures. There is need for evolving new approaches and strategies in manpower and career planning systems and building them into organization planning. This is a major challenge and opportunity for personnel in the changing organizational context. Even online business companies dealing with blinds, roller shades, woven wood shades needs to have human resources systems.
Human Resource Systems
People are recruited and developed to do jobs defined by the organization’s formal structure; their performance must be monitored and rewards allocated to maintain productivity.
An analysis of the human resource system of large companies should yield information about what assumptions the designers of those systems hold about people. Are they people of McGregor’s Theory X type or Maslow’s self-motivators seeking self-actualization? There may be problems in articulating an individual manager’s beliefs, but one can deduce the real beliefs from the control systems they use. And since they are usually designed on an ad hoc piece-meal basis, one can find many incongruities and incompatibilities. For term life insurance agency also need to have human resource systems to manage their life insurance agents. If and organization has got systems to punish but not to reward people, the former too become defunct over a period of time because a manager who does not have the power to reward forfeits his right to punish, at least in course of time.
Posted in Concept of HRD, Formal Structure, HRD, HRD Plan, HRD Structure, HRD System, HRM, Human Resource Development System, Human Resource Management (HRM), Mechanisms, Planning Tagged: Concept of HRD, Formal Structure, Functioning of the System, HRD, HRD Functions, HRD Plan, HRD Structure, HRD System, HRM, Human Resource Development System, Human Resource Management (HRM), Socio-culture, Structure of the HRD System
