It all started in my midyear in the university, Human
Resources Management happened to be one of the functional business units that I
must scale through. As it is common practice in the university system where up
to three lecturers take a single course within the session, one of the
lecturers for the HRM happened to be a former director at Cadbury Nigeria. His
down to earth lecture on Human Resource practice captivated me so much that I
made up my mind right there that for me it is either HRM or nothing among
several functional business units like R & D, HRM, Finance and production
management. On that note I welcome you Talent managers, the first articles on
this page for HR folks and those who are interested coming to the field, you are
equally welcome. Please read and comment. Constructive criticism will be
appreciated as well.
A closer look of systems indicate that a system is made of
components like structure, environment, technology; but one thing is common to
all types of components is people, human elements, man power, Human resources,
Capital . The evolution of Human Resources Management started with the coming
of the Europeans to our soil, prior to their coming, there was no formal form
of employment in Africa and indeed Nigeria. The major influences on Human Resources
Management practices in Nigeria are Economic, Political, Legal and Social and
Religious factors.
Human Resources Management has evolved from what Peter
Drucker described as fire fighting to
an era of partnership with the business. The development of Human Resources
management involved pioneer work of Peter Drucker and Douglas Mcgregor, the behavioural science movement like
the hierarchy of needs, organizational
development movement, the corporate culture and the Art of Japanese Management. Emerging trend in Human
Resources include changes in the basic values of the society, fundamental shift
in ideology to the concern the whole and not a part of community, concern for
the rights of the managed and not just the managers, a shift towards greater
concern for the systems of the organization.
The evolution of Human Resources management has its roots in
the industrial revolution, the emergence of free collective bargaining, the scientific
management movement, the U.S civil service commission, private industry
personnel management, and Human relations movement.
Human Resources management has gone through several phases
such as file maintenance, government Accountability, organizational
accountability and the latest is that Human Resources is now seen as strategic
business partner.
The traditional functions of Human Resources management
include; recruitment and selection of the right quality and quantity
personnel-this is mostly achieved through Man power planning, induction and
orientation is another vital function of the Human Resources team. Induction is
done for senior staff while orientation is for the junior staff, re orientation
is done for existing staff; compensation and welfare, this involved not salary
and wages but also the welfare of which could be in form of loan, bonus
sharing, health care, group life insurance policy etc; employee appraisal and
promotion, this is done to separate star performers and encourage those who do
not meet up with predetermining performance metrics. It note worthy to note
that those perform poorly in performance appraisal be shown the way out of the
organization. This is however, depends on the policy of the organization. This
list is by no mean exhausted.
It is important to note that if you want to succeed as an HR
practitioner, reading and researching is a must for you to succeed. Also
joining the professional bodies will boost your credibility before your colleagues
and most importantly your clients.
Welcome to the most exciting blog on the planet, your
comments are welcome and would be appreciated. Till Next week ‘we are
all work in progress’
Copyright©2015 Kuye Olusegun James (KOJ)
No comments:
Post a Comment