Thousands of persons were employed under one roof. The need for employing more and more employees had arisen.
His main function was to recruit, select and place the employees. As time went by, fast changing technological development necessitated new skill development and training to existing and new employees.
Human relations approach recognized people as the most valuable source in any organisation. Presently, all these aspects viz recruitment, selection, placement and labour welfare etc. Keeping the foregoing in view, it can be concluded that human resource management has replaced the traditional concept of Labour Welfare and Personnel Management.
Accordingly these organisational changes and external competitive environmental forces forced Tenrose to adopt a strategic HRM approach in solving emerging conflicts and issues related to employees in particular during the organisational change process it was undergoing. Torrington, Hall and Taylor suggest that human resource management is about getting the right people to work in the most productive way in the positions most suited to their abilities.
Thus managers at Tenrose first of all have to strike a balance between people's needs including employees and management as well as shareholders within the framework of what are its organisational objectives.
In order to reduce long-term costs which is able to create competitive advantages, HRM activities are held to be those which focus on the quality of the human resource available such as the maintenance of know-how expertises and specialists. According to Boxall and Steeneveld the quality of HRM is a significant element in the performance towards achieving a firm's strategic objectives.
However based on the old personnel management model Tenrose rarely engaged in formal employee training programs which reflected its organisational culture and management style as a traditional organisation rather than one which could be called a learning organisation.
Obviously the most important trends in terms of globalisation and developments in new technologies require Tenrose to compete internationally thus it is useful to consider human resource management strategically in a national context along with the organisational culture. Leadership is defined as the process of influencing others in a manner that enhances their contributions to the realisation of group goals, Haslam, Due to the positive impact on other people's behaviour this concept is widely used in conceptualising strategic HR management.
However as a traditional textile manufacturer the management team in Tenrose tended to be demographically focused on such characteristics as gender, age and background in the composition of its employees.
The upper management team in one of its subsidiaries was composed completely of men while the production team were mostly women. In addition the management style rarely drew attention to creating leadership units among or in subsidiaries. The changing external environment though has caused new challenges and shaped the nature of management styles in terms of leadership in Tenrose. At this stage the use of technology generated challenges correspondent to the pay levels of staff as well as within the information transformation process between management teams and employees.
In addition the pace of globalisation generates new demand for leadership in managing people from different backgrounds. In the case of Tenrose in one of its subsidiaries' management team had except for one Indian team member a team that was wholly Caucasian in contradistinction to the mix of employee backgrounds in production. Therefore in order to take advantage of internationalisation in that Tenrose more and more cooperates with international partners it can be said to be essential for the human resource management team to adopt a leadership strategy and recruitment drive sensitive to diverse background within the company and its international partners.
The environment in which people work in not only refers to the physical entity but also includes intangible elements in terms of organisational culture. This can be defined as the pattern of basic assumptions that a given group of people has invented, discovered or developed in learning to cope with external adaptation to environments and internal integration of members, Schein, Following from this the concept of culture has been widely deployed in organisational theory as it is a key method of understandings people's value and performance within an organisational context.
Kahn argues that building an organization is a sustained process of re-establishing people's culture in terms of a shared sense of history and value system in order to generate acceptable behaviour followed by members of an organisation. Therefore building a strong organisational culture is an essential part of the strategic HRM planning for Tenrose. Particularly the closure of Textile resulted in high anxiety levels among employees ranging from the management team to production staff.
The different organisational cultures in different subsidiaries to some extent led to conflicts between management members in their transformation from old Textile managers with other local management teams. As such then the leadership form and organisational culture were important elements of the organisational change process.
The starting point in building organizational culture should always be the building of processes of communication.
In considering the expanding and developing strategies exploited by Tenrose, the building up of a strong organisational culture and leadership style will play a vital role in adapting to revolutionary change and balancing the conflicts and problems arising out of these changes to the physical organisational architecture.
An organisation is composed of individuals who are organised in certain ways in order to achieve organisational objectives. However some organisations put stress on team working while others focus more on individual work activities, Brooks, The impact of globalisation has increased diversity within the workforce and the development of new technology requires a more effective model of team working for the company. Additionally with the aim of creating innovations in new technological based economies companies have also begun to concentrate on Individualism in order to encourage creativity within employees, Nonaka, However this style in terms of organisational behaviour largely depends on the cultural context within which an organisation is situated.
After reading this essay you will learn about: Meaning and Importance of Human Resources 2. Importance of Human Resources 3. Role in Economic Development.
By the term human resources we mean the size of population of a country along-with its efficiency, educational qualities, productivity, organisational abilities and farsightedness. By human resource we mean human capital. Human capital implies the abilities, skills and technical knowhow among the population of the country. A country should introduce manpower planning for the development of its human resources. Human resources must be considered both from the angle of assets as well as the liabilities connected with the attainment of economic development.
For the attainment of economic development, proper utilisation of both natural as well as human resources is very much essential. Proper utilisation of natural endowments and the level of production of national wealth depend very much on the extent and efficiency of human resources.
But too much population will again eat up all the fruits of development. Thus from the point of view of economic welfare, it is quite essential to study human resources in detail. It should be equally stressed that human beings are the vital instrument of production and at the same time, fruits of all economic activities are rested on the betterment of conditions of living of human beings.
Thus in view of its importance, it is quite essential to know both in quantitative and qualitative terms, the size, rate of growth, the composition, distribution and all other demographic features of population of India. Human resources are considered important type of resources for attaining economic development of a country. Among various types of resources, human resources are the most active type of resources.
Database of FREE human resources essays - We have thousands of free essays across a wide range of subject areas. Sample human resources essays!
- Human Resource Management Effective human resource management is undoubtedly critical to the success of virtually all firms. Thus its importance is huge in the study of business strategy; which is .
Essay # 1. Meaning of Human Resources: By the term human resources we mean the size of population of a country along-with its efficiency, educational qualities, productivity, organisational abilities and farsightedness. By human resource we mean human capital. Database of FREE human resources essays - We have thousands of free essays across a wide range of subject areas. Sample human resources essays! | Page 2.
Human Resource Management Essay HRM Strategy and Organisational Change. With the pressures of intensive competitive forces throughout the textiles manufacturing industry radical organisational changes need to be confronted and adopted by Tenrose. This free Management essay on Essay: Human resources is perfect for Management students to use as an example.