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Submitted to

DR salman Iqbal

Submitted by

Haider Ali
Mohsin Ali khan
Hammad anwar

Subject

Business research method

Section

Class

MBA

Date

19/11/2015

Semester

5th

Topic

Role of managers to manage hr

Title

Role of Managers in managing Human Resource


Abstract
We describe that why human resource management is important in the organizational structure.
And they have a unique influence in the performance of the organization. Its hoped that this
research forum will help the research that link between Human Resource Management and
performance of the organization. And also look upon the motivation of the employees through
their management. And even though through HRM they can see the learning outcomes of the
employee through job rotation, enlargement and etc. Purpose of the study is to show how the
organizational HRM structure, how they perform as an organization providing to their employees
as a individual recognition to improving their skills and giving motivation through different
ways. This is beneficiary to the researchers as well as readers, employees, managers, staff of the
organization, for the assistance of the Human resource management how they can get guidance
to improve their strategies, and even stakeholder get guidance from this.

Keywords: Ethics, Human resource management, Business ethics, Ethical framework, Ethical
climate

Chapter1; Introduction
The origin of the HRM can be back to the 18th century in the Western Europe and United States
of America when start industrial revolution laid to the basis of new and complex industrial
society. This was the period when USA starts shifting from agricultural economy to industrial
economy. In the history context of the HRM, the first two to be noted for classical management
perspective began by Robert Owen, British industrial reformer and Charles Babbage an English
mathematician , they noted that worker are important resource in the organization and concern
for their personal welfare. (Griffin Ricky 2007 pg. 12)
The human resource of the organization consists of all those who actively perform their
activities. Human resource management consists of policies procedure and managerial activities
through that the work can be performed. In other words, all the decisions that affect the work
force of the organization are concern with the HRM functions. The activities involved in the
HRM function are performed throughout the organization. The line managers almost perform his
duties and most of the time he / she spent to performing at the HRM function, such as hiring,
evaluating, scheduling employees and also to rotating the employees in the organization to give
them chance to enhance their skills and motivating.
Through, these activities they get motivated employees, the organization gives recognition to
individual and at the end they get outcomes from them. They trained them give them job rotation
through they get skills motivated and then give learning outcomes to the organization, all these
through managing Human Resources by managers. The HRM helps organization to related

activities through staffing for the providing affective workforce. HRM major Responsibilities
includes the job design, job analysis, training developing, recruiting, selection, compensation,
team building, evaluating their performance and appraisal, all these things belongs to HRM
managing.
HRM mainly focus on the maintaining, ideally, expanding customer base, whiles the
maintaining ideally maximizing profits. HRM has a whole lot to do this regardless size of the
business. Products or services that are you trying to sell. (Dr. James spina, former Executive
ate the Tribune Company).

Chapter2; literature review


Human Resource Management focuses on dealing with the human capital. It has become
one of the most important departments for every successful organization. Every recognized
organization knows the importance of Human Resource Management department and is working
hard to make it strong. This department carries all such kind of importance because it includes
various factors on which the success on any organization hugely depends. Human Resource
Management includes recruitment and selection of the best in the business kind of employees for
an organization , now recruiting and selecting the people is not a difficult thing but recruiting and
selecting the best suitable candidate for the job who can easily adjust with the organizations
environment and can work well with the team while benefiting the organization is the big thing
which can only be done with the help of Human Resource Managers as they are the specialists in
it . The Human Resource managers play a huge role in keeping the employees motivated, The
main purpose of Human Resource Management department is to get the best out of the people
working in the organization by enhancing their abilities through training if needed or by making
policies which benefits both the organization and the employees, through all these activities the
performance of the employees is enhanced in service of an employers strategic objectives.
Human Resource Managers are also known as planners for the organizations as many of the
important policies for an organization are formed by them. All these features and functions make
Human Resource Management department a must have part of an organization. The Human
Resource Management has a great history through which it has evolved so much with the
passage of time.
As discussed in the above paragraph the Human Resource has been a part of
organizations for a long period of time now but it had different kinds of forms and titles. The
starting form of Human Resource Management was known as industrial welfare. In 1833 an act
which was known as factory act stated that there should be some factory inspectors. After that in
1868 1st trade union conference was held. Now, this was the start of collective bargaining. Then
in 1913 the number of workers of industrial welfare had grown so a conference was organized by
Seebohm Rowntree. In that conference the welfare workers association was formed which was
later changed to Chartered Institute of Personnel and Development.

After the initiative taken by Seebohm Rowntree as discussed above the personnel
development was further increased in 1st world war because of the other initiatives which were
taken by the government to best utilize the human capital and in 1917 welfare societies which
were built for the workers became a must have thing for factories where explosives were
produced and encouragement was also given to the factories of ammunitions. The defense forces
played the most important role and most of the work in this department has been done by them ,
basically defense forces are the one who created the base upon which the Human Resource
Management developed and has come so far now . These forces worked on that how can they
test the abilities and IQ with other research in human factors while at work. In 1921 the national
institute of psychologists established and published results of studies on selection tests,
interviewing techniques and training methods.
The 2nd world war played the most important part in developing this sector of
human resource management. As focus was now changed to recruitment and selection and later
on to training, improving morale and motivation, discipline, health and safety, joint consultation
and wage policies. All these mentioned factors are now the most important features or
characteristics of human resource management. The personnel department could only be
established with the staff which was well trained. As the war was the key factor in developing the
human resource management department, the consultation between the workforce and the
management spread during it. And this meant that personnel departments became responsible for
its organization and administration. The focus was now on health and safety and the need of best
in their professions kind of guys. Now everyone recognized that the person who is best in
dealing with industrial relations should handle the business matters due to which the personnel
manager became the one who speaks for the whole organization when important discussions
were held related to the trade unions. During this period of time the industrial relations were very
important which around the 1980s. Now the importance of the specialist role was well known
and almost everyone agreed with his importance in industrial relations negotiations. So, the
authority to negotiate deals on payments and other collective or human asset related issues was
handled by the personnel manager which was referred to as a very great development in human
resource management at that time. Workforce planning grew during the 1960s and early 1970s in
a period of relative economic stability when unemployment was low and organizations were
faced with supply shortages and the need to improve labor utilization (Reilly, 1996). It remained
a significant practice in most large HR departments right up until the economic downturn of the
1980s when the failure to prove the economic value of workforce plans resulted in many efforts
being eliminated (Sullivan, 2002).And finally the new era of technology and internet started in
2000 , which changed the whole perspective of HR mangers , although the basic characteristics
( recruitment , selection , motivation , training , etc. ) of human resource management remain the
same but the style of work and working conditions for HR managers were really changed . The
choices and field became wider increasing the importance and responsibilities of the HR manger.

A lot of research has been already done worldwide upon this topic the few conclusive studies
will be stated now such as a research was conducted which concluded that research on training
and organizational level of outcomes varies as the function of the outcome variables which are
financial or accounting outcomes, in case of publicly listed companies stock market outcomes,
performance outcomes of organization and outcomes of Human Resource (Thereon and others,
2007).
The policies made by the Human Resource Management are moderated by the
culture of the organization, the style followed by the managers and the strategies of the business
while a study or research also concluded that the performance of the organization is not directly
influenced by the policies formed by the Human Resource Management but their impact is
totally mediated by the knowledge, activity and attitude of the people working for an
organization (Kato and Budhwar, 2010).Competitive advantage can be sustained if the Human
Resource Managers knowledge and skill are applied to produce competencies which are
specifically for organization and for producing the knowledge about firm (Minbaeva, 2008).The
project work has to be joined with the development of the career; hence the people working for
the firm should realize that particular project work is probably going to increase the options for
development. This will result in the ultimate best performance (turner, Huemann and keegan).
To create and to maintain a competitive advantage it is required that the Human Resource
Management tools such as recruiting , selecting , compensating , planning , motivating ,
performance appraisals and training should be used as a medium to communicate with the people
working for the firm regarding the different skills and attitudes which are needed (Werbel and
DeMarie , 2005).The development in strategic Human Resource Management role which Human
Resource Management has for the effectiveness of the organization is becoming very much more
important. Collins and Smith (2006) concluded that HR practices have a great impact towards
organization's social climate, which leads to knowledge exchange resulting into improved
organization performance. (LengnickHall and Others, 2009).The organizations which are trying
to apply the Human Resource Management approach should try to find, recruit and select a
candidate who is best suitable not only for the job but most importantly for organization and its
culture, the candidate who is best committed to work with the particular firm or an organization
and has the ability to move along the organization. This may require consistent and continuous
recruitment processes. After it the process of the training can be used to best utilize and enhance
the skills of the employee (Mc gunnigle, 2000).
Human Resource Management plays the central role for any organization
(Richard and Brown Johnson, 2001). Another study concluded that the effectiveness of business
is directly proportional to the strength of its Human Resource Management department (Bowen
and Ostroffs, 2004). Hence, the policies and strategies made by the Human Resource
Management department play a basic in accomplishing organizations goals with an integration
(Maxwell and Farquharson, 2007).

The relationship between the orientation of management and duties performed by


Human Resource Managers is stronger than that of the competitive policy. A time may come
when it is needed to make some changes or enhancement in the business policies and this can be
done pretty easily as compared to the HR orientation. That is why to keep the business
performance orientation on the positive track; the most important role should be played by
Human Resource Managers (Othman and Poon, 2007). In the companies which are closer to be
termed as project oriented different Human Resource Managers duties have not been given
enough of attention by Human Resource Management literature. When the role of each and every
manager will be defined more clearly in project oriented organizations the performance will be
enhanced at all the levels of the hierarchy (Keegan, Huemann and Turner, 2011).All the above
mentioned literature is of great significance when it comes to the Human Resource Mangers
responsibilities such as policy making, planning, relationship of the people working for an
organization with the company, the enhancement of the performance of employees etc but with
the change of time the role of managers is also changing and a little is known when it comes to
defining the roles, responsibilities and duties of the line managers and Human Resource
managers. There are huge chances of arising of the conflicts between the two managements due
to the overlap occurring in their duties and responsibilities. On the other hand managers may try
to offload their work onto the managers of the department and will not do any good to the
organizations image and performance. These all issues can be addressed easily by minimizing
the communication gap which may arise in between the two managements. Other measures can
also be taken such as supervising the two managements more carefully and by clearly defining
their boundaries and duties within the organization. For this the board of directors may have to
intervene and overview the tasks and duties given to the managements in their job description.
Good working environment should be built and maintained within the organization. This can
only happen if there is a better cooperation and better communication levels within the
organization.
The best performance levels cannot be achieved by out communicating the duties
and role clearly .If belief of staff runs contrary to actual expectations of senior managers than
desired performance level cannot be met (Martins, 2007).There are great benefits of Human
Resource Managers when it comes to the knowledge sharing and skills enhancing but as
everything has some drawbacks and disadvantages it had also been related the some issues which
are very few when it comes to comparing them with advantages. Literature done Human
Resource Management has really helped this sector to improve and rectify the flaws which have
been part of the department.

Chapter3; Methodology
Research methodology:
For power full quantitate analysis careful and complete observation of a social unit be it a
person, family culture, group or an entire community and/or institution is very important.
Organizations are bound by law to treat the people they employ fairly and not to discriminate
against identified groups. Legislation is a codification of accepted moral and acts to moderate
standards within a community the greatest good of the greatest number. But, conformity to all
legal requirements does not necessarily ensure the best treatment of employees. The law itself
may not be fair; it may not cover all eventualities; and it may not always offer a clear guide to
action.

Data collection method


For HR manager data collection is a key to success he should know about each worker, law, term
& condition and situation and working environment of organization some organization need
more work on ethics like, hospital, universities, public limited firms etc.
Method
1. Interviews
2.Direct observations
3.Maintenance of long records
4.Questionnaires
5.Critical incident technique etc.
If manager use quantitative way for research then those steps are helpful and he can get better
results:
Because, Qualitative research is a type of scientific research. In general terms, scientific
research consists of an investigation that:
seeks answers to a question
Systematically uses a predefined set of procedures to answer the question
collects evidence
produces findings that were not determined in advance
produces findings that are applicable beyond the immediate boundaries of the study

Chapter4 Result & discussion


Although we prefer quantitative way for doing research work but, in result we get a help and
clue for work on qualitative side also. Like, if we talk about role of managers in managing HRM
then we found that there are so, many benefits of quantitative research and mainly a thing which
works is maintenance of long record of employee, organization and industry also.
Because, somehow laws and ethics vary from industry to industry.
But, role of manager in an organization is not only to manage HRM they actually ultimately
manage organization through their skills. They should know that what kind of employee
organization need to operate success fully and there are so many issues related with performance
are in supervision of hrm manager.

QUESTIONARE FOR HR MANAGER


1. Organizations HR executives are fully aware of the business needs and strategies (Please tick)
Fully agree

Agree

Neither agree nor disagree

disagree

2. All major jobs are subject to formal job analysis (Please tick)

Partially disagree

Fully

Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

3. Please indicate the type of employee contract preferred by your organization on a scale of 1( not at all
applicable) to 5(fully applicable):
Permanent

Contractual

Temporary

Part-time

4. Please indicate the degree of usage of the following in the context of employee selection on a scale of
1( not at all applicable) to 5(fully applicable):
Psychological tests

Performance tests

Realistic job previews

Trainability

Team-based selection

5. The organization has a wide network of computerized human resource information system with the
latest software (Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

6. Please assign importance to the following criteria used in your organization for evaluation of training
Learner's reaction

Knowledge acquired

Behavioral change

Measurable results

7. Performance standards are carefully developed on the basis of employees opinion (Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

8. Performance appraisal system is extended to all members of the organization(Please tick)


Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

9. The organization has a formal policy of career planning and development (Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

10. There are distinct career paths and internal promotion norms within the organization (Please tick)

Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

11. It is quite difficult to dismiss a permanent employee from the organization(Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

12. The organization follows a formal procedure of potential appraisal (Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

13. The organization utilizes the assessment centre/development centre for identification and development
of management potential (Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

14. The organization carries out succession planning in order to ensure that executives are available to fill
gaps in key managerial positions (Please tick)
Fully agree

disagree

Agree

Neither agree nor disagree

Partially disagree

Fully

15. The organization favors passing of authority and responsibility to individuals at the lower level of
hierarchy(Please tick)
Fully agree

Agree

Neither agree nor disagree

Partially disagree

Fully

disagree

16. Please indicate the focus of job design for each of the items on a scale of 1( not at all applicable) to
5(fully applicable):
Individually enriched

Self-managing teams

Cross-functional teams

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