Administration Policies - A study by Artur Victoria

Four major sets of policies concerning product, production, sales, and finance have been discussed. Minor policies deal with the following:

1. Purchasing 2. Personnel 3. Research and development leia todo o artigo

Human Resources Professionals - A study by Artur Victoria

General managers should be involved up to their eyeballs in setting human resources strategy and policies, adapting the strategy and policies on a divisional or regional basis (and then on a plant or facility basis), and implementing the policies by adapting them suitably to particular employees and groups. In fact, general managers should take the lead on these tasks. Why? Given the interdependencies with other aspects of the organization, it takes general management perspective or, if you prefer, general management gut feel to integrate a strategy with other aspects of strategy. And, moving onto the line, because of her day-to-day contact with her subordinates, it is the line manager who is best situated to provide evaluation, meaningful feedback, and useful advice up the line about what a specific employee requires. Moreover, we are keen in most cases on maintaining a "personal touch" when it comes to work force administration, because employees tend to appreciate it. Who better to give this personal touch than one's immediate supervisor? leia todo o artigo

Human Resources Formal Organization - A study by Artur Victoria

Partly for moralistic reasons, but at least partly to forestall unionism, management began to modify its approach to administration. Beginning first with manager own observations and later relying heavily on the results of the Hawthorne studies, the first large-scale social science experiments in industry, an emerging theory of administration began to treat employees as whole individuals who could not be broken down into component parts. Thus, programs were developed to satisfy more than an individual physical and security needs, including, in addition, his need to feel important as an individual and to feel a part of his work group and the larger organization.

It is important to note that neither managers nor scholars contributing to the development of this new administrative model tended to modify the widely held view that most organization members are incapable of self-direction and control. Those who advocated increased efforts to keep employees informed, help them see how their jobs fit in, and involve people in decisions about how they are treated did so primarily with the goal of reducing resistance to organizational practices rather than with the intent of utilizing a broader range of capabilities of lower level members. leia todo o artigo

Human Resources Diplomacy - A study by Artur Victoria

Human resource management is not always or solely the presentation of gifts. Sometimes bad news has to be delivered. We aren't thinking here of bad news as in, "You're fired," in which the relationship is ended. Think instead of "You didn't get the promotion" or "We won't fund that training in your case." It sometimes helps to be able to layoff at least some of the blame in such instances. Doing so can help preserve cordial relations between a superior and subordinate. In addition, hearing bad news from a third person may help the person getting the bad news to save face, a psychological fact of life that has a lot to do with the persistence of management consulting as an industry.

As for objectivity, it is sadly the case that some general managers are less than paragons of objectivity and virtue. Some are susceptible to corruption, some attend to private agendas, some are prejudiced, and some are simply capricious. To place the administration of human resources practices solely in the hands of such a manager is unlikely to produce good outcomes. Moreover, to place the administration of human resources practices solely in the hands of a virtuous paragon can lead to (incorrect) feelings of caprice, corruption, prejudice, and so forth. Not all paragons have had the time and track record needed to develop the untarnished reputation they deserve, and an employee who is denied a promotion or rise by a paragon can be forgiven for sometimes confusing his own unhappy outcome with managerial discretion exercised unfairly. And when an individual manager is given a lot of authority, even if she is incorruptible, the temptation to try to corrupt her might prove too strong for those whose futures she will influence. leia todo o artigo

Approaches to Strategic Human Resources Management - A study by Artur Victoria

A Human Resources Executive as a member of top management must determine what policies, programs, practices, and approaches will contribute most to the realization of the organization objectives. This means that in his new role he must be responsible for initiating and implementing-at all levels of management-the most effective utilization of the human assets.

The primary function of the human resources position is to make a major contribution to the development and realization of the organization short-term and long-range objectives while enabling each employee to develop to the fullest extent of his potential. This requires a catalyst and business effectiveness consultant as contrasted with the traditional role of the personnel director.

With these thoughts in mind, the position of the vice-president-human resources might be defined in this way. He reports to the president. His broad function is to formulate, recommend, and implement policies, procedures, and plans to assure the most effective planning, recruitment, selection, utilization, motivation, development, and compensation of the organization human resources; contribute to the development and achievement of the organization long-range and short-term objectives by initiating and implementing employee relations practices which will enable and encourage each employee to realize his personal goals while maximizing his contribution to business effectiveness; provide for the resolution of management problems and the realization of opportunities through innovative approaches to human resources management. leia todo o artigo