The Industry revolution in the colonial French and Russian revolutions give practical exploration for implementing better HR practices. Suddenly giving more focus on production and services and attaining profit maximisation, the traditional Indian Industry lost focus on HR Practices. Though it is crucial for structural and industrial development, the Human Resource Professional creates a human resource network.
- Implementation of HR policies has become money-centric.
- To organise better coordination, HR need authority.
- Management can rely on HR department if they are giving institutional identity as Unit or Team Work.
- Apart from management function of HR, relevance is needed for better reforms in policy building as per the suitability of organisation.
- Need HR consistency for the redress of HR problems ahead of time
1) Are we looking at a convenient intake of International policies?
Let’s have a look at current going policies. We followed western principles for industrial practices, but we lacked HR practices. To cover immense loss and creating win to win situation for HR practice and business, it is time to look at equilibrium to strike up more success. There is no point in disagreeing with somehow implementing human resource practices in Industry. But not to an extent to leverage extraordinary output from it.
2) Need to cultivate humanise HR policies!
Production technique has changed over a while. Profit maximisation is possible through good administration, lavish infrastructure, better technology, and quality product and services. But as a corporate entity, are we failed to do attainment of good policies for Human Resource Practices? The whole point of making Humans are not a robot; you can shape them with motivation. Motivation is only possible with the formulation of good human resource policies. The principle of management have transform from traditional to scientific approach to management.
3) Time to reinvent HR principles of Management!
But major entrepreneurs in the country are giving more focus to the traditional approach of HR Practices. The traditional approach of management the human resource practices comes last after considering other factors of production. For example, if any company’s management is giving any target-based production or services objective without considering human capacity, intellectual ability other working conditions, then it will not work for the company at the end of the day.
4) Sharing thoughtful leadership with Humanise realistic targets for a successful future-
Human nature is originally greedy; every person wants more and more output. It is also not bad, but when it comes to HR policies, we need to consider them from a human angle. Initially, the employee or worker works well or might not work. At that time, quality consultation matters for the company. Giving good brief, giving encouragement, solving his grievances, and giving him/her authority with responsibility will give immense interest to work more and more. If only seniority and juniority are only factors for promotional factors and vital for decision making, it will not help the organisation to achieve the target. Because initially, it will take speed for production, but sooner or later, it will have a negative impact on work.
5) Skillset encouragement constantly will create motivation for employees –
A positive attitude towards work is the essence of doing quality work. The best policy of HR is to retain their employee for longer periods of time. Otherwise, hiring new employees frequently will cost more financially and more wastage of valuable time. By retaining vital time, The HR can save more of his focus and energy for other productive HR functioning. The exact procuring skills set is important from an HR point of view. Additional background checks, family background, hobbies, educational qualifications, experience, and ethical values of the candidate do matter for the candidate. But as HR personnel, a person needs to identify the measurement of skillset during hiring candidates. Education is a must for knowledge and optimism about the way of looking at things. It will be more productive if the hiring candidate meets the exact skillset and value required by the company.
6) Focus on smart work to meet the global standard!
As a global entity, the scientific approach of management also reforms the traditional boss-employee relationship. In the ‘Silicon Valley culture,’ we need to understand potential factors for convenience from employee and company perspectives. It will create more productivity to achieve the target for prosperous revenue generation for companies. The final result evaluates on the basis financial balance sheet of the company whether it is a sound financial company or not. But to meet ultimate output, we have to build a precise strategy that will help factors of production in the right direction. Right progress growth of all aspects together will have an extraordinary impact.
7) Need Guidelines for HR is a human science
Human Development is based not only on quality consultation, handling grievances, or giving solutions and feedback but also on systematic major arithmetic output. Where precisely employee lacks and where they excel is only work when employee and management have a friendly relationship and trust in each other. The friendly atmosphere with management will give employees a feel good’ experience as their second family. The work progression will automatically get accelerated when an employee is happy from the inside.
8) HR as Science and Art!
Scientific approach management summarised for better working conditions, performance review and appraisal, better salary, perks, and other benefits will change in better result of output. Flexibility in work hours, well organised work structure, human friendly environment, and respect for each other will help for substantial improvement when it comes to a new approach to management.
9) Better working coordination of factors of production!
If we look at today’s industries in India, they are taking place HR functioning in the form pay-roll, administration, increments, performance appraisal, decision making HR policies, recruitment, conduction, and training programs but are they really sufficient? To run and control other factors like Capital, Land, and Other factors of Production, Human Resource plays an essential role. To use optimum resources, Human Resource work for Industry like working capital.
10) Require constant Research and Development!
As I mentioned, Silicon Valley culture is gradually taking place in India, especially in the IT and Technology Sector. It is a good indicator then we have to frame policies HR related policies. Modern approach for proper Staffing, Recruitment, Training and Development, performance appraisal, future HR forecasting and Planning, Brain Storming, Work Profile distribution, and other Management policies will create a difference. Instead of short term profit maximisation need to forecast futuristic business generation. It will make love and affection in the minds of the employee towards the organisation.
11) Better policies are framing fruitful for organisation!
