The HRD manager in future will face new challenges as these are to develop multi-fact talents, which will make managers function confusing and ambiguous. The HRD managers have to engage in high and low status activities at the same time. Although personnel work is a separate speciality. It is also at the heart of every manager’s job. Thus, they have to keep a delicate balance between those aspects of personnel which should be looked after by the line managers and those which should be handled by the staff specialists. The rapidly changing technology and the tremendous pace of development in the economy would demand significant and substantial contribution from the HRD managers. This would necessitate administering of several changes in technology and also in the organisational set-up. In administering these change, HRD managers will have to play a vital and pivotal role by preparing the human resources for such changes in a smooth way, and at the same time, ensuring the attainment of organisational goals as well as growth and development of individuals.
Leadership and Motivation: The human resource manager of tomorrow will not only look after personnel function, but also be involved in the actuating process (leadership and motivation) of the entire organisation. Similarly, human resource management is not merely going to be an exclusive job of the HR manager, but every executive in the organisation would be made responsible for the effective management of people in his unit. Thus management of human resource will receive greater attention of all managers from top to bottom. The human resource manager would play the key role in formulation of policies, programmes, plans and strategies of the organisation. While other function executive will be involved in personnel programmes, every HRM programme will have to be properly planned and directed by the human resource manager in consultation with the other functional managers.
Change Agent: The HR managers will be required to act as change agents through greater involvement in environment scanning and development planning. The HR function will become more creative and less mechanistic. The personnel function will be responsible for furthering the organisation not just maintaining it. HR managers will have to devote more time to promote changes than to maintain the status quo.
Greater Professionalism: In future, the HR manager will have to be an expert in behavioural sciences. He will play a creative and development role. HR management has emerged as a discipline in its own right and the HR manager is a professional. Professional dynamics will enhance its prestige and quality of service. However, its survival and success in future will depend upon the judicious application of knowledge and skills available. Personnel management will emerge as a well-established, well-respected and well-rewarded profession, comparable to other established professions provided the challenges and opportunities are successfully exploited for its advancement.
New Work Culture: HRD managers will have to mobilise a new work ethic so as to assist the managers in setting up and enforcing good quality standards. Greater efforts will be needed to achieve group cohesiveness because worker will have transient commitment to groups. As changing work ethic requires increasing emphasis on individual, jobs will have to be redesigned to cope the challenges. Thus, the changes will have to be initiated and managed to improve organisational effectiveness. A work culture conducive to absorption of changes in the technological, economic, political, socio-cultural and international environment will have to be nourished by the HR managers if they want to acquire higher status in industry and society.
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