Management Perspectives

Twenty-first century is witnessing the age of robotics and artificial intelligence (AI). With an exploding growth in the digital field, computers have begun to influence human life deeply, replacing them in numerous industries. Robotic surgeries have become common in the healthcare sector. Robots and AI are ruling our homes too— from the vacuum cleaner to mood-based lighting system, mankind’s dependency on machines is surging largely. What’s more, robots that can mimic many human activities, have already been put into service.

Still, human brain is the best in the world. With about 100 million neurons—the information messengers—the mind of a human is superior to a computer in many aspects. It has the ability to think and has senses like logical reasoning, judgment, and creativity. Besides, emotions make humans a breed apart. So, handling of humans, particularly in organisations, is no simple task. When handling a machine or a computer that does not think, the human operator remains authoritative, but when handling a human who has cognitive abilities identical to any other human, the manager or the handler goes diffident.

According to whatishumanresource.com, there are five ‘M’s—management, money, machines, materials, and methods—in an organisation. Human resource management (HRM) is all about first M, the men. From recruitment to retirement, HRM is involved in every facet of the workforce, but this is not an easy task. Every individual is unique, and has with the ability to manipulate the other four ‘M’s, which makes HRM a crucial aspect of any organisation. Smooth handling of HRM also streamlines other aspects such as production, sales, marketing, purchase, etc.

Over a century, HRM has been studied in depth and practitioners of human resources have developed numerous strategies to effectively deal with workforce which is the foremost asset of a company. Here are some of the ways HR managers can rely upon for fruitful human resource management:

• Listening is caring
  We have two ears and one mouth. If these are used in ‘this same proportion’, particularly by HR managers, it will lead to genial employee relations. Listening is the key to problem solving. Even if a manager is in a helpless state, if he just listens to the employee, the situation he could turn the situation from hostile to placid. Showing interest in understanding the issue will give the employee a feeling of repose.
• Make them feel comfortable
  Often, employees visit HR department when they believe that some injustice has taken place—toward themselves or towards other employees. During such truculent times, the HR manager must remain calm and attempt to make pacify the complainant first— get them seated, offer something to drink or eat, etc. Once peace prevails, the HR officer can crack a conversation in a calm tone. Respect is always a twoway street; being an employee manager, you make the start. And you will see the flow of respect from the other side as well. This may guide to a good-tempered conversation. If their issue is genuine, it can be taken up to the management. Else, things can be put in the right perspective.
• Align decisions with values
  At times, people blow up trivial things— particularly a new decision of the management—into a big controversy. HR managers have to make the employees understand how important that decision to the organisation and its growth is. They can also try to connect the decision with the organisation’s values and the longterm benefits of that decision. Besides, HR managers can elucidate how important the employees’ role is in executing the decision.
• General to specific
  HR analysts believe that not understanding or half understanding of HR functions by others is one of the major reasons why HR is always blamed. Because of this, an employee may beat around the bush. But, the employee may wait to catch some point from the discussion. During such circumstances, the HR manager may try to avoid general discussion and insist on to be specific. This will help avert unnecessary confusions.
• Keep your personal emotions aside
  Remember, as HR manager, you are dealing with human beings, who too have emotions. If your personal emotions crop up, it may lead to embarrassment. The anger or displeasure of an employee is not on you, but on the system or on policy or on something else. You may be right, but exhibiting your emotional outburst will only worsen things rather than dousing the fire.
• The art of saying no
  As a human resource manager, one cannot say yes to everyone every time. Owing to lack of clear policy or inadmissibility, the HR person may sometimes be coerced to say no to the employee. Hearing “no”, especially when said bluntly or authoritatively, can cause dejection or even unrest among employees. But, if the rejection is announced sympathetically, in a non-imperious manner, respecting the feelings of employees, it is quite possible to placate them, or even make them agree with you.
  
  These are some of the best means for effective human capital management. However, some or all of these will not work in case an employee is a pessimistic moaner (who complains about everything every time) or a stubborn non-listener.
  
  Though challenging, the handling of human assets is an interesting job, provided if one does it with passion and patience.