Economically, workers have the right to share the gains of higher productivity and prosperity of the enterprise. Psychologically, for the satisfaction of workers, they must be made to understand that they are important in the organisation and this can only ensure team spirit and mutual co-operation. Socially, by participation, workers are regarded as parties of joint venture and, as such, conflicts between labour and capital can be averted to a considerable extent.
We are where Bill Gates was quoted saying in that: Their management is crucial to creation of wealth and to development which is what Africa needs most urgently. Experience from elsewhere in the world shows that Human resources must be managed effectively if they are to generate value from other resources.
The management of Human resources in Africa has not changed much since our countries attained their independence. The HR function is still a support function that provides services to its internal customers and which is constantly under challenge to improve its service quality and in turn nurture further organizational development Heskett et al.
A lot of what the HR function does could be classified as transactional or administrative in nature. There is urgent need for them to also play the business partner role by focusing on the core mandates of the organizations and facilitating their customers to perform effectively.
This focus on the internal market requires the HR function to make two basic shifts in orientation.
The first from a production to a service orientation in which HR becomes committed to internal customer satisfaction. This would mean that HRM adds internal customer satisfaction as a contribution to the list of criteria it uses to assess its effectiveness Bowen, When HR begins to meet the expectations of customers and stakeholders, it will gain legitimacy and acceptance in the organization and also in the eyes of external entities.
The challenge for them is to address three, often competing aims. Technology is a handy tool for HRM to use in addressing these challenges.
Unfortunately, HR function in Africa has not been proactive in its use of technology to provide integrated services or to communicate more effectively. The few initiatives made have by and large originated from IT experts.
There is need for HR to proactively embrace Technology to elicit responses and fulfill changing expectations within organizations Elliott and Tevavichulada, It is with these perspectives in mind that this paper explores literature and a case study to show how usage of internet technologies has improved HR functions and applications within organizations in the developed world with the insinuation that the same would happen if Africa promoted the use of Technology in HRM.
But to achieve any measure of success, there will be need to address challenges related to infrastructure, knowledge gaps; connectivity and resistance to change among others.
This paper draws examples from Kenya for obvious reasons but this is meant to be a pointer towards a rich Africa debate on how HRM can be made more meaningful in the Public service through the use of ICT.
The same survey enumerated challenges they faced to include: According to Ulrich, there is need for HRM to stop acting as administrative agents or clerk of works and to play a more direct role in the running of the organization. Not to watch from the sidelines but to join forces with operational managers to systematically assess the impact and importance of its activities.
Huselid et al, argued that the future of HR function depends on its ability to acquire, assimilate, transform and exploit new knowledge in other areas to allow it to connect with strategic business drivers.The Indian Institute of Management Calcutta is one of the premier business schools of India.
It was founded in November by the Government of India in a combined effort with the Government of West Bengal, Indian industry, the Ford Foundation, and the Alfred P. Sloan School of Management (MIT)grupobittia.com ADVERTISEMENTS: Evolution and Development of Human Resource Management (HRM)!
In fact, the seed of HRM were sown during the industrial revolution s in Western Europe and USA. The wind gradually reached to India as well in the beginning of twentieth century. Since then to the present era, the development of HRM may be . · Evolution and Development of Human Resource Management (HRM)!
In fact, the seed of HRM were sown during the industrial revolution s in Western Europe and USA. The wind gradually reached to India as well in the beginning of twentieth grupobittia.com · Estimated Damage Caused by Reported Natural Disasters A status report of Disaster Management in India () clearly defined the framework, policies and procedures assigning the roles to the concerned personnel but, there is no evaluation of its grupobittia.com://grupobittia.com ENHANCING PROFESSIONALIZATION OF HUMAN RESOURCE MANAGEMENT IN THE PUBLIC SERVICE IN AFRICA Workshop on Capacity Building for Human Resource Development Policy.
· The Status of Management Education in India Prof. J. Ravi, Professor, professionalization of enterprise management is widely recognized. Thus, India had seen many great management corporate personnel.
But, the business trends in India changing very rapidly, grupobittia.com(8)/v2-i2(8)-apdf.