HRM (Human resource Management) is all about the dealing with the human resource dimension of management in an organization. The building block of every organization is peoples working for it and hence, obtaining their services, evolving their abilities and, motivating employees for their high levels enactment and make certain that the employee carry on in maintaining their commitment towards organization are vital to achieving various objectives of the organization. This definition of human resource equally implied to all type of the organization, whether they may be government or privates or business.
One of the main objective of HRM is also to make work satisfying and participatory in such a way that the employees could devote towards work enthusiastically, and complete the task in time, so that the organizational objectives are met efficiently and with quality.
In the early industrialization age, the organizations were not good in human management practices. During the 19th century, bureaucratic hierarchy was adopted as an organizational structure to manage the human resource in an organization which was a practice to overcome the problem of reassigning, coordinating and integrating the tasks divided among various labors.
However, Bureaucratic organizational structure consists of many management layers that descend from the level of senior executives to a low-level employee with various regional managers and departmental managers and shift supervisors and others in between. Because of these many layers, the decisions has to be delivered through a number of layers. Also, the upward information has the same fate (Www.zippyshare.com, 2015).
In the past, this structure was said somewhat efficient to start from the scratch in the traditional organization. Today, the methods of business have totally changed. Speed in work is what today required to compete with the competitors along with smooth network among the complex human resource structure to perform. Apart from delaying in the decision-making process, bureaucracy also discourages creativity, innovation, and participative working in the organization. Today, it is not possible to let the individuals perform separately on their own. The traditional working style is not favorable for any business to sustain and stand the fierce competition. For that, a reform in the work is a must and for that the employees must be motivated and made participatory.
The employer must use the participatory method as democratic practice in organizational structure as the world is now converted to a democratic method of working. As an employer or owner of a business organization, no matter how ingenious he is, it is almost impossible for him in generating vast and complex strategic ideas that are possible for a large and interdisciplinary assembly of employee. Hence, employer must adapt to address the changing working system and in order to sustain in the business, he should bring reform in his working structure so that he could achieve his goal of success of his organization efficiently and on time.
For the employee, the work reform could increase the participative ness within himself. This could also let the creativity and innovativeness within the employee flourish which could beneficial for him to develop his career.
Organizations which are bounded by inflexible and rigid controls can lead themselves towards the inability of adapting towards changing conditions that are occurring in the human behavior, marketplace, or legal environment.
Hence, for all these positive changes, organizations should now discard the practice of bureaucratic organizational structure and look for the structure that makes the employees more satisfying and participative.
The participative working approach could be achieved by deploying the democratic structure in the organization. The participative approach leads to increase in benefits sharing and sharing of decision-making power. The increase in participation acts as an effective catalyst for achieving other objectives of the organization.
For the democratic work approach in the organization, good communication is required. The more the channels are opened, the more the staffs and employees in the organization can participate in managing the organization. Hierarchy is required in the organization, but the democratic approach should be adopted. For that the management and unions should play their role to make the works participative and satisfying (Cec.vcn.bc.ca, 2015).
The management and unions should look at how the organization is running. They should think in what ways the staff is already participating decision-making process. They should create ways that can be used in making the involvement more effective and frequent. The management should design programs suitable for the conditions that it faces and choose only what will work. Following could be the methods of making the work in an organization satisfying and participatory.
