Human Resource Management (HRM) deals with issues having concerns with people that include recruitment, compensation, wellness benefits, organization development, training, motivation, communication, administration, performance management. HRM currently plays a key role in developing a strategic and comprehensive approach to managing environmental and workplace culture to achieve overall objectives of the organization. In short, HRM adds the value of the human asset of the company without which the company cannot progress. The paper aims at discussing leadership development as one of the major challenges that HRM faces in the current times.
Importance of HRM in Today’s Business Environment Todays' business environment is extremely complex.
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1. Collective leadership will take a charge with reduced importance on individual leadership. The focus will be on creating conditions that facilitates leadership to flourish across the organization.
2. Innovation in leadership development methods will take a front seat because no existing programs or models will be enough to spearhead collective leadership in the increasingly complex future.
3. So far, more stress has been laid on developing competencies (horizontal development) but little has been done to develop vertical development. HRM will need to provide more emphasis on vertical development in the future and will be needed to gear up in that direction. While horizontal development can be imparted, vertical development needs to be earned (Petrie, 2014).
4. Experts opine that development becomes quicker when people begin to "feel responsible for their own progress" (Petri, 2014 p.6). This means HRM will face greater challenges in taking people "out of the passenger seat and into the driver's seat of their own development" (Petri, 2014
In my own experience leadership is not just about one person telling others what to do; it’s about more than just giving orders. It is about getting a group of people to work together towards a common goal with more than just the goal in mind. It is also not just about setting goals for the group but also setting personal goals for the individual, guiding and supporting them all
Collaborative leadership is defined by a process, rather than what leaders do. Collaborative leadership can be implemented
In many formal and informal settings, we have often heard the word “leadership”. Although this term is found in many textbooks, writings, news clippings, college level courses and papers, leadership is a concept that is consistently evolving. Leadership isn’t an attribute that individuals are born with. Although individuals are born with certain characteristics and traits of a leader, those traits are honed throughout the course of a lifetime.
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
The only way to develop the kind of leaders a changing organization needs is to make leadership a critical criterion for promotion, and then manage people’s careers to develop it.
Leaders are the individuals who help to create options and opportunities. They help in identifying the choices and solve the problems. They build commitment and coalitions. Leaders do this by inspiring others and working along with them to construct the shared vision of the possibilities and commitments of a better group, organization or community. They engage the followers in such a way that most of the followers become leaders in their own right. The variety of demands of an increasingly complex world very often require that leadership be shared by most of the members of an organization, in appropriate ways for different situations. A leader is the on...
Leaders are those who have a great influence on the lives of many people. This is especially relevant in today’s organizations, which face extreme time changes and an increasingly growing complexity (Yukl, 1998).
What must be taken into account is the fact that Leadership as a part of the “New Paradigm Model’ has been viewed as a process of “Social Influence” (Bass 1998a, b; Bryman 1992).
In collaborative leadership, groups work together to promote and safeguard the process through shared leadership. Work is accomplished in coalitions, alliances, and partnerships. Collaborative leaders are driven to achieve their goal, but keep their egos in check. The passion is for the achievement, not to promote oneself. By listening carefully to others’ perspectives, they strive to understand and consider the views of others involved, even critics. Because of their ability to understand the needs of others, they seek win-win solutions (Sanders, 2014). Involving all stakeholders in the decision making process helps with acceptance and support. Collaborative leaders use indirect methods of motivating, such as appealing to others’ values
It seems that HRM is so crucial to the organization, for what it does has nearly covered all aspects of the business – from strategic planning to the training and development, but unfortunately, its importance has not been accepted by everyone. As proposed by Morton, C, Newall, A. & Sparkes, J. (2001) there are three different views of HR function within the...
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
To inspire and influence others, a leader must have many skills and abilities. As motivational speaker Jim Rohn, states, “ the challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” (2010) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.
The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their
Human Resource Development (HRD) can be defined as any activity that contributes to the development of people working for an organisation. HRD is the framework for employees to develop their personal and organisational skills, knowledge and abilities. Development can be formal learning process such as in classroom training, a learning course, or a planned organisational change process; Or informal self-development orientation to engage in flexible, high performance organisations. Such processes include: