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Performance management systemIt is the process by which the employee's performance is being compared with the objectives and key indicators of performance evaluation, and seeks to link performance to reward outstanding achievement and results,Training and development systemSmart reporting systemStatistical SystemManagement of human resources information system etcAll systems are managed electronically
Management is primarily dealing with human beings and human problems are present everywhere. According to Lawrence Apply, “management is the development of people, not the direction of things”.
As the central sub-system, HRM interacts closely and continuously with all other sub-systems of an organisation.
The quality of people in all sub-systems depends largely upon the policies, programmes and practices of the HRM sub-system.
HRM has become very significant in the modern era of automation and computerisation, because machine is useless without competent people who can run it. The significance is due to the following factors:
1. Increase in the size and complexity of organisations.
2. Rise of professional and knowledgeable workers.
3. Rapid technological developments.
4. Increasing proportion of women in the workforce.
5. Growing expectations of society from employers.
6. Revolution in information technology.
7. Rapidly changing jobs and skills requiring long-term manpower planning.
I agree with the answer added by Mr.Achmand.
I fully agree with the answers been added by EXPERTS.............Thanks.
A system is an entity with a purpose that has interdependent parts. The systems approach suggests viewing theorganization as a system. All systems have four basic characteristics:1) they operate within an environment;2) they are composed of building blocks called elements, components, or subsystems;3) they have a central purpose against which the organization’s efforts and subsystems can be evaluated; and4) essential systems thinking places focus on the inter relatedness among the subsystems and its environment.Systematic management emphasized internal operations because managers were concerned primarily withmeeting the explosive growth in demand brought about by the Industrial Revolution. In addition, managerswere free to focus on internal issues of efficiency, in part because the government did not constrain businesspractices significantly. Finally, labor was poorly organized. As a result, many managers were oriented moretoward things than toward people.The influence of the systematic management approach is clear in the following description of one organization'sattempt to control its workers.
System approach to management views the organization as a unified, purposeful system composed of interrelated parts. • This approach also gives the manager to see the organization as a whole and as a part of the larger external environment
A system is a set of interrelated but separate elements or parts working towards a common goal.
The enterprise procures and transforms inputs such as physical, financial and human resources into outputs such as products, services and satisfactions offered to people at large.
To carry out its operations, each enterprise has certain departments known as subsystems such as production sub-system, finance sub-system, marketing sub-system, HR sub-system etc. Each sub-system consists of a number of other sub systems.
Management is primarily dealing with human beings and human problems are present everywhere. According to Lawrence Apply, “management is the development of people, not the direction of things”.
As the central sub-system, HRM interacts closely and continuously with all other sub-systems of an organisation.
The quality of people in all sub-systems depends largely upon the policies, programmes and practices of the HRM sub-system.
HRM has become very significant in the modern era of automation and computerisation, because machine is useless without competent people who can run it. The significance is due to the following factors:
1. Increase in the size and complexity of organisations.
2. Rise of professional and knowledgeable workers.
3. Rapid technological developments.
4. Increasing proportion of women in the workforce.
5. Growing expectations of society from employers.
6. Revolution in information technology.
7. Rapidly changing jobs and skills requiring long-term manpower planning.
full agree with answer given by ms. ghada
Organizational strategy is hard to accomplish without Human Resource Management applying the Systems theory. HRM must learn to integrate systems that will benefit the organizations as a whole. McDonnell Douglas Corporation used an integrated systems approach which included a model of various, specific HRM initiatives. The General Systems Theory was applied to organizations and it was asserted that as systems, organizations are made up of interrelated parts. All changes have an effect on other parts of the organization. An initiative will not have desired outcome if other parts of the system are not fully accessed. .
In order for an organization to achieve success executives must be able to change mental models of how organizations are to function. “A major part of this shift is appreciating that organizational improvement initiatives are not additive but interactive” .The obligation of the employees should be to contribute what is best to the system and not self-motivators. “Some components may operate at a loss to themselves in order to optimize the whole system, including the components that take a loss” .
Organizational theories suggest compensation systems reinforcing HRM values and practices that are established. Leaders who express a set of values and desired behaviors should compensate accordingly. “Systems theory is a way of thinking. Like any theory, it can be applied as an approach to organizational change and improvement” .HRM activities which increase key business initiatives include a fair compensation system. HRM that have well defined functions go beyond administrative functions. Functions should include roles of strategic partner, change agent, and employee advocate. Best Human Resource Policy establish a Process Improvement Plan which set the visions and benefits of becoming one company that prioritizes, develops, integrates and deploys common processes, tools, and systems that improve performance.
Reference
Broedling, L. A. (). “Applying a systems approach to human resource management”. Human Resource
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