Monday, June 4, 2018

Conclusion ?? No not at all for HRM


HRM has evolved from a number of different strands of thought and is best described as a loose
philosophy of people management rather than a focused methodology. It derives largely from the
20th century but incorporates older notions about the management of people at work. The contributions made by great pioneers and researchers are been successfully followed and implemented in the organizations which was in favor of employees. Employees were been given identity, their opinions were considered in various issues and the managerial styles towards employees were been changed. Current practices in many organizations indicate that employees are viewed as valuable investments. The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace.

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References

Review of Management, Vol. 1, No. 2, April-June 2011
Evolution of Human Resource Management
G Vani* * Assistant Professor , Department of Management, Telangana University, Nizamabad (India)
E-mail: gvani_2005@yahoo.co.in


It's time to more innovations

Companies following Quality Circles
Frederick Winslow Taylor devised a system he called scientific management, a form of industrial
engineering that established the organization of work as in Ford's assembly line. This discipline, along with the industrial psychology established by others at the Hawthorne Works of Western Electric in the 1920s, moved management theory from early time-and-motion studies to the latest total quality control ideas. A number of Indian companies have started using quality circles in a big way.
The Allahabad Manufacturing Division‘s three Quality Circle (QC) projects received ‗excellent‘,
‗distinguished‘ and ‗meritorious‘ category certifications from the National Centre for Quality Control‘s (NCQC) Kanpur Chapter; while the fourth QC project was awarded ‗distinguished‘ category certification by NCQC‘s Bangalore chapter in 2009. The Barabanki Manufacturing Division‘s two QC projects received ‗excellent‘ and ‗distinguished‘ category certifications from the Quality Circle National Award in 2009.

HRM and its Innovations

Companies following Flexi Work time
Over time, research suggests that organizations with gender diversity perform better. And to
maintain diversity at the workplace, companies have launched special offers for women employees in a bid to retain them. While companies like Hindustan Unilever (HUL) and Procter & Gamble India (P&G) have introduced flexible working hours for women employees, the Tatas and Muthoot group offer a second career option to women. HUL also offers women employees the option of working from a remote location if their roles permit. P&G, which started flexi work timings eight years ago, introduced further interventions like work from home as an enabler for better performance of its employees.
''Specifically for women, it has allowed flexibility to manage work and personal needs (like childcare) in the early years. Majority of women have returned to their careers after maternity breaks and continued to flourish in the company at all levels,'' most women professionals who are forced to take a career break for personal reasons, getting the personal-professional life balance back can be quite difficult.

How they apply Six Sigma


There are several companies who are engaged in Six Sigma one way or other. Most of the
Indian operations of MNCs like GE/Motorola/Allied/Conseco etc have Six Sigma built into their Systems and even though some Indian Managers(!) like to avoid, they cannot! The most significant program undertaken by an Indian company is by Wipro so far.
TATAs including TISCO/TELCO and Taj Hotels have a robust Quality Program of their own and surprisingly similar to Six sigma. It is rumored that some of these (TATA) companies may even announce a formal Six sigma initiative to further enhance quality focus .In the next two years this initiative may get the big boost as one of the biggest Indian corporate house is contemplating the initiative also. Example: GE, WIPRO, TATA STEEL, TELCO, ASIAN PAINTS, WHIRLPOOL, LG, L&T SWITCHGEAR, RELIANCE PATALGANGA, TVS SUZUKI, VIP INDUSTRIES, TATA HONEYWELL, TATA CONSULTANCY, PIDILITE INDUSTRIES ARE ALL DOING SIX SIGMA 

 Image result for TATAImage result for lg logoImage result for reliance logo

Six Sigma

What Is Six Sigma?

Six Sigma actually has its roots in a 19th Century mathematical theory, but found its way into today’s mainstream business world through the efforts of an engineer at Motorola in the 1980s. Now heralded as one of the foremost methodological practices for improving customer satisfaction and improving business processes, Six Sigma has been refined and perfected over the years into what we see today.



Six Sigma originates from a 19th Century mathematical theory, but found its way into today’s mainstream business world through the efforts of an engineer at Motorola in the 1980s. Now heralded as one of the foremost methodological practices for improving customer satisfaction and improving business processes, Six Sigma has been refined and perfected over the years into what we see today.
No matter the setting, the goal remains the same: Six Sigma seeks to improve business processes by removing the causes of errors that lead to defects in a product or service. It accomplishes this by setting up a management system that systematically identifies errors and provides methods for eliminating them.
Those who learn Six Sigma practices achieve designations at each level of accomplishment, including Green Belt, Black Belt, Master Black Belt and Champion.
The Beginnings of Six SigmaSix Sigma Symbol
The process that led to Six Sigma was originated in the 19th Century with the bell curve developed by Carl Fredrick Grauss. In the 1920s, statistician Carl Shewhart, a founding member of the Institute of Mathematical Statistics, showed that a process required correction after it had deviated three sigma from the mean.
Move forward to the 1970s, when Motorola senior executive Art Sundry complained about the lack of consistent quality in the company’s products, according to the 2006 book “Six Sigma” by Richard Schroeder and Harry Mikel.
According to the accepted story from numerous sources, Motorola engineer Bill Smith eventually answered the call to consistently manufacture quality products by working out the methodologies of Six Sigma in 1986. The system is influenced by, but different than, other management improvement strategies of the time, including Total Quality Management and Zero Defects.
Some of the Major Aspects of Six Sigma
In an effort to bring operations to a “six sigma” level – essentially 3.4 defects for every one million opportunities – the methodology calls for continuous efforts to get processes to the point where they produce stable and predictable results.
Deconstructing the manufacturing process down to its essential parts, Six Sigma defines and evaluates each step of a process, searching for ways to improve efficiencies in a business structure, improve the quality of the process and increase the bottom-line profit.
Toward that end, the methodology calls for the training of personnel in Six Sigma, including beginner Green Belts, Black Belts who often head up individual projects, and Master Black Belts who look for ways to apply Six Sigma across a business structure to make improvements.
The ultimate goal is to improve every process to a “six sigma” level or better. Does it work? Motorola reported in 2006 that the company had saved $17 billion using Six Sigma.
Methodologies of Six Sigma
There are two major methodologies used within Six Sigma, both of which are composed of five sections, according to the 2005 book “JURAN Institute Six Sigma Breakthrough and Beyond” by Joseph A. De Feo and William Barnard.
DMAIC: This method is used primarily for improving existing business processes. The letters stand for:
  • Define the problem and the project goals
  • Measure in detail the various aspects of the current process
  • Analyze data to, among other things,  find the root defects in a process
  • Improve the process
  • Control how the process is done in the future.
DMADV: This method is typically used to create new processes and new products or services. The letters stand for:
  • Define the project goals
  • Measure critical components of the process and the product capabilities
  • Analyze the data and develop various designs for the process, eventually picking the best one
  • Design and test details of the process
  • Verify the design by running simulations and a pilot program, and then handing over the process to the client
There are also many different management tools used within Six Sigma. While there are too many to list, here are details on a few of them.
Five Whys – This is a method that uses questions to get to the root cause of a problem. The method is simple: simply state the final problem (the car wouldn’t start, I was late to work again today) and then ask the question “why,” breaking down the issue to its root cause. In these two cases, it might be: because I didn’t maintain the car properly and because I need to leave my house earlier to get to work on time. The process first came to prominence at Toyota.
CTQ Tree – The Critical to Quality Tree diagram breaks down the components of a process that produces the features needed in your product and service if you wish to have satisfied customers.
Root Cause Analysis – Much like the Five Whys, this is a process by which a business attempts to identify the root cause of a defect and then correct it, rather than simply correcting the surface “symptom” of the problem.
Ultimately, all of the tools and methodologies in Six Sigma serve one purpose: to streamline business processes in order to produce the best products and services possible with the smallest amount of defects. Its adoption by corporations around the globe is both an indicator of and testament to its remarkable success in today’s business environment.


References
 http://www.sixsigmadaily.com/what-is-six-sigma/

Why to Manage Human Resources?


Managing the human being at work place is human resource management. Human being is
called as a resource because even employees are been used as other resources in the organizations. Employees are supposed to work according to the laid rules of the organization for exceeding which removal from the organization take place. Human being is the highly developed species in the world. Human being is not like other resource or animals not to respond to the situation every individual person has attitude, values, beliefs, ego, education, experience, feelings, dignity, status etc., In the organization he may by this personality can against the management depending on the situation. If one person is allowed to raise the voice hundreds could follow which in return effects the management and the performance of the individual and the organization. In order to get the work done by the employees management has to adopt the managerial techniques to manage the employees. The various techniques followed to manage the employee at work place are laying equal rules and regulations, equal rewards and equal punishments, principals and policies, proper method of recruiting and selecting the employees, training, motivating, performance appraisal, compensation, counseling, mentoring, and quality of work life, post-retirement benefits etc. to be followed at work place in order to manage the employees

References
 

Review of Management, Vol. 1, No. 2, April-June 2011
Evolution of Human Resource Management
G Vani* * Assistant Professor , Department of Management, Telangana University, Nizamabad (India)
E-mail: gvani_2005@yahoo.co.in

Conclusion ?? No not at all for HRM

HRM has evolved from a number of different strands of thought and is best described as a loose philosophy of people management rather than...