Organizations and Human Resources

The Human resources informally started almost a century ago going back to the days of pioneer Taylor from labour department it was called personnel dept in 70s and finally rounded to Human Resources Management. Now it encompasses selection and recruitment of employees, pay roll, training and development of employees and finally all administrative work with regards to all employees including confidentiality.

The Human Resources in their research concluded that a satisfied worker can give more output. Gradually more views with varied thoughts began to come out. The Human Resources stressed on workers’ participation in work as well as what they can participate in organization interests. Workers were also given leadership opportunities in daily tasks to do the work reflecting productivity. The Human Resource view design of job tasks and how these can motivate the employees. That is why it is called Human Resources and evolved from personnel and labour department.

The human resources (HR) must ensure that job tasks are designed in such a way that they are not disliked by workers and the workers are satisfied at the end of the day that they have contributed meaningfully to the organization. HR must also ensure that all employees are able to contribute to the firm in full capacity.

HR is also a part of management in thinking and also practical in ensuring that employees’ needs are met. HR evolved the behavioural science based on scientific methods and studies. The Behavioural science draws its actions from psychology, economics etc., and other disciplines. This enabled them to understand employee behaviour better. This helped all organizations to train the employees according to behavioural science.

Many companies employ behavioural science methods for recruitment in the form of tests. In addition they also conduct comprehension tests based on the function for which selection and recruitment is made for.

Most companies train their managers for motivating their subordinates and the training programs incorporate behavioural science theories. Some of the training programs listed are transaction analysis, achievement motivation, leadership styles apart from training in functional areas. Such training is given to executive employees also.

Behavioural science techniques now cover Organizational Development also. In 70s organization development evolved as a separate field deriving some facets of behavioural science improving the performance of the organization to cope up with changes and improve the efficiency. Organization development has also ensured better internal relationship and problem solving capacity. In the process there were many things developed with regards to organization development like matrix organization, self-managed teams, ideas about corporate culture and other types of management.

Later on OD is groomed to deal with organization complexity and organizational environment.  The OD still remains an important approach for managers. All OD ventures incorporated behavioural science tools, techniques, and the methods managers have applied to organizations from 3 or 4 decades back.

In modern times managers have developed learning organizations from OD techniques and behavioural sciences. Management applications, organization development tools and behavioural science techniques all play key roles in OD. These have also developed management innovations as the time passed by. The speedy changes organizations have to undergo and increased global competition have motivated management applications and behavioural science approaches.

Managers in addition to job knowledge should also possess knowledge of various jobs, products, markets, of the organization etc.
Multiple management is a system in which a team of managers study problems of the company and make suggestions to higher management. These teams of managers deliberate the actual problems and alternative solutions. Multiple management technique offers several advantages: it helps higher management to know various aspects of their business. It becomes easy to spot people with talent. It is an economical way of training a good number of executives to do things on their own and develop fast.

In addition to job knowledge and organizational knowledge, managers should possess general knowledge as the external environment interacts with and influences the business. The general knowledge includes the knowledge about the economic conditions of the country and the world in general, in respect to major areas such as prices, GNP per capita income, various other industries, other sectors of the economy, political conditions, social factors etc.

The above features some of the OD aspects and perhaps act as a guidance to managers.

"I appeared for 4 successive interviews for a job position at a media company. The very
"We have recruited a guy in our company and found that he edited his Btech
Can you challenge your employer at the Court of law if you were terminated for
"I completed MCA in 2009, after that I did some teaching job and tried for
"I am working in a manufacturing industry as a Sr. HR Officer. I have recently

  • Smitakumbhar_s

    The Human Resources in their research concluded that a satisfied worker can give more output.

  • Hbkrishnachary

    If human resource management implements fear factor to the workmen, the workmen may not be satisfy but worker can give more output

  • Giving employees leadership opportunities is a great idea. This is a way to find and develop  “high-impact”. In today’s economic circumstances,,managers need a development plan they can control.

  • sonam

    Sir,
    How was the performance judged in the period of 70’s now that we have so many tools? what were the tools used and did the present tools emerge from the same old tools used?

  • Savitha

    Give tryining to the employees and treat like as a friend that too with control workmen will get satisfy then worker can giver very good output