A Survey of Role of HRM in Globalization Arena

Introduction

with the passage of time and with the development of industries, various organizations came to existence that satisfied the ever increasing society's needs, and privatization started which meant private companies were responsible for same affairs and this has created many organizational problems the solution of which requires a global comprehensive and scientific view of management .

On the other hand, organizations need innovative managers who can utilize new managerial techniques compatible with their country's culture and sincerely accept that human resources are their greatest capital, and can continue the growth and excellence of their organizations in spite of the difficulties and nard conditions that exist in today's world.

A manager can coordinate different parts of an organization to achieve overall objectives and the organization strategy when coupled with the development of his managerial abilities is able to bring different aspects of his life under control and has gained self-innovative management, otherwise to expect correct and successful management actions would be a wrong expectation .

This view, perhaps, would take us beyond the importance of HRMD and enable us to take steps towards a better future and excellence of organizations in our societies.

 Managements Development in globalization

Today, in spite of the emergence of different managerial styles and the publication of different books and articles on this subject and also the impact of scientific management on industrial and post-industrial revolution, it is very common to see that managers of different sectors are the experts who are educated and experienced in one special technical filed but have no necessary knowledge on management science which causes duty overlapping and sometimes irrelevant activities and lack of specialization and chaos(Eghtedari,2003,13). This difficulty shows lack of right definition and correct identification of manager and management in the society.

According toVon Dran, "Seminars and workshops teaching these competencies will create employees a new appreciation for their own skills and those of their co-workers" (Von Dran, 1988, 51). As new skills are learned, managers and staff will each be in a position to make decisions based on good judgment and the education that they have received whether it be in a formal institution or not (ibid.,25)

Of course in the meanwhile one should not forget the difference between education, training and development. In general, education is 'mind preparation' and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately and development is 'the growth of the individual in terms of ability, understanding and awareness'.

From time to time meet special needs arising from technical, legislative, and knowledge need changes. Meeting these needs is achieved via the 'training loop'.(Sloman, 2003, 34)

Now we can understand the importance of management development concept in order to reach the pinnacle of organizational excellence and progression. Organization can move forward through this path to enhance productivity, profitability and even decrease employee turnover. Thus, considering what was said, we can define management development as:

• Better business fit in terms of aims/objectives, values and ethics
• Enhances career development strategies
• Enhances co-operation and integration at planning/operational levels
• Enhances decision making processes – making them more informed, such as forecasting, change management

For those who do not have basic knowledge of management or for personal and or political reason or occupational situation do not give importance to it, there hasn't been any consideration for appropriate recognition of this science, definition, and the design of managerial procedures for different sectors and the study toward the development of this filed. Of course, considering the nature of the profession and  different management elements that affect it, the possibility of reaching specific  definition and appropriate recognition, and determination of the type and characteristics of activities and the extent of authority at different levels and to materialize and determine manager's performance are not as easy as other professions.(Alvani,2005,15)

Now the discussion of management development perhaps is more involved in this type of difficulties. Thus, perhaps one can state the following comprehensive definition as:

"Management development is the process of improving one or several aspects of an organization's management which is intended to improve manager's effectiveness through training and to enhance their required abilities and skills to play an effective role in the organization, therefore, training is the most important factor of management development, especially HRM."

Human Resources, the fundamental necessities of organizational growth and excellence

The collection of scientific products shows that from the simplest tools to the most advanced and complex technologies are the products of innovation and creativity of the scholars who worked hard to create them based on their knowledge and whose knowledge and work experience greatly helped them promote human thought, thus, human resources are the main capital and assets of nations and they are referred to as main active factors and natural and material resources are considered more as subordinate factors, nevertheless, the role of human resources, not only at organizational level but generally from one small economic unit level to national level has extended(Ivancevich,1977,59). Managers and planners of the organizations that are well known for their long-term planning and being future oriented are well aware of the role of human resources in growth and development. Deep thinking managers know well that organization means a group of employees with different interests, thoughts, feelings, knowledge and physical conditions and without them the organization would not have a real existence. This organizational life continuity and its development depend on some contexts such as innovation, creativity and development and can lead to the increasing penetration of the organization into the society. Materialization of such conditions would depend on different factors the most important of which is human resources and its undeniable and special role, thus, if the best managerial strategy and newest technology are implemented in the organization but the organization does not have appropriate human resources strategy then it would never produce a desirable production at the output level.

Human resources are always highly regarded by critics and experts in this area. The importance of this issue originates from the fact that nowadays the role of intangible assets which are the results of an organization's human resources efforts is undeniable in the improvement of overall organizational productivity. Experts have announced that from Microsoft's $344 bullion worth of intangible and tangible assets $294 bullion is intangible assets.

Competitive edge or competitive advantage that is achieved through proper management of human resources undoubtedly is unique, thus, attempt should be made to prevent human resources units from being on the margin and positive attitude towards human resources should always be maintained by the executives of organizations and agencies, because quality improvement, organizational performance, profit enhancement and customer orientation are all considered to be the results of human resources management.

The necessity of training in human resources managements

With the emphasis on the fact that human resources management manages various human capitals in the organization. One can hope that new issues such as international human resources management, electronic human resources management enter the world of management literature by which a great breakthrough in the arena of organizational excellence will be offered (Dixon,1994,100). There also should be an emphasis on apt implementation of the four required skills for human resources managers and experts namely decision making skills, interpersonal skills, technical skills, and leadership skills (Feizi,2005,12). Meanwhile attention must be paid to the difference between talent and knowledge and skill. Talent is related to an individual and can be transferred from a situation to another situation while knowledge and skill are related to a situation and can be transferred from one person to another person, thus managers can select and employ talented people and enhance the efficiency and effectiveness of their training programs to reach the state of organizational excellence (Razani,2002,62) thus human resources development can be seen as an organizational attempt to reach:

1- Quality improvement

2- Key employee retention

3- Having the capability of facing (challenging) the global competition and social changes

4- Utilizing technological advancement

5- Changing work design

Human resources management development is referred to formal training work experiences, work relations, personal characteristics assessment, and capabilities that help employees prepare themselves for future and to take step towards their organization excellence.

Extensive training not only is vital in the organizational processes but also it is important for all of the employees of the organization and it should be noticed that fast technological changes and request for accessing to information would speed up this matter. Nevertheless scholars in the filed of human resources see training as the most important development tools. Considering different types of training methods, it can be briefly defined as: a programmed process for adjusting and improving the attitudes of trainee. It is knowledge or skill that is acquired through experience to attain effective performance in an activity or a part of an activity (Ibid,22). In this definition, the emphasis is on programmed process, effective performance and ultimately reaching organizational excellence.

In another definition, it has been stated that training requires time, deep learning, exercise and enforcement. In the deep learning method every training activity is measured only with the criterion that whether or not the training has achieved its desired result. At this point, some effective factors on training requirement should be stated.

• Globalization
• The need to have leadership
• The increasing value of knowledge
• Breath-taking competition in attracting and hunting talents
• Emphasis on quality.
• Changes in demography and multiplicity of work force
• New technologies

Also factors such as performance management and performance assessment, motivation management, efficient management, Job satisfaction, and efficiency enhancement can be considered as some important resources development. Generally training can be considered as the most important and major indicator and tool of management development especially human resources management.

The requirements that have been addressed in management Development

Perhaps one of the reasons for precise planning in management development being required is the natures of manager's work which is very complex and difficult and for this reason, generally, preparing and regulating job description forms are very difficult for the executives of organizations.

However, perhaps one can say that there isn't any complete and comprehensive guideline for management and supervision development. Every organization has to design its own training courses for its managers and supervisors based on its own goals and internal and environmental problems, and determine its required sources and budget. Organizations that generally have regulated plans for training and management development use different techniques for their philosophy and attitudes toward the issue of human resources.

Figure1, shows some of the requirements for management development.

 Figure 1: The addressed requirements (needs) for management development

(Abtahi,, 2007,35)

Decision making skills can be developed through management games, examining administrative events and case studies.

Personal (individual) skills can be achieved through role creating behavioral models, sensitive training, reciprocal behaviors analysis, and perceptional structures. Job knowledge, which is one of managers' fundamental needs, must be achieved through work experience master and apprentice and related studies.

Organizational knowledge can be achieved through job rotation and multisided management. The need for general knowledge can be met by special courses, private sessions and selected articles and finally special individual (personal) needs can be satisfied through using group and private programs.

 HRMD Paradigm in Organization Excellence

The ultimate objective of every human system is to move toward progression, evolution and excellence, and its evolution and excellence depend on its components development, growth, advancement and evolution. Through examination of conducted research, some factors can be identified. These factors can greatly help organization reach management development.

Now we try to briefly describe the factors through figure 2:

Figure 2: HRMD suggested Paradigm in Organization Excellence

1-                 Assessment centers: An assessment does not imply any specific physical location but it is a process based on which organizations are helped in making less erroneous and more valid decisions on employees' selection, appointment, and promotion.

A center's major objective is to measure the characteristics of the individual being assessed in verifying them with a set of required job related qualification. These qualifications indicate that which capabilities, abilities and attitudes are essential for succeeding in the job.

2- Attracting and nurturing intellects: Acting on attracting the intellects is one of the ways to achieve management development since in the future organizations learning and wisdom are the major pivot of production of goods and services and, generally, value added, organizations must emphasize on attracting distinguished and brilliant students and academic intellects, nurturing these people in the work environment and believing in their talents. 

3-     Preparing and educating future managers: In the complex unpredictable, and competitive business environment we can no longer appoint people to managerial jobs based on trial and error, instead we have to actively discover future talented managers and develop their capabilities through special educational programs and prepare them for managerial appointment. Preparing future managers is the most important alternatives of management and organization development. By this, objectives such as meritocracy motivation building for promotion, motivation building for retention of experts in organizations, creating healthy competitive environment at work are sought.

4-     employing pear with high degree: This can be summarized, that is to employ meritorious (highly qualified) people, and qualification criteria are: to have more knowledge, higher skills, more efficiency, more loyalty toward the system, more empathy compare to others, more compatibility with the organization environment and consistency with its objective, being group oriented.

5-      Management consulting: The complexity of organizations is affected by their variety and the number of internal components and environmental factors and on the other hand the speed of changes is the result of these factors. The more organizations rely on predetermined tools and procedures standards the more they have decisiveness and capability of management.

Organization unlike machines and mechanical systems have will and desire, to manage then requires knowledge conception and skill appropriate to their nature. We can not expect managers to have a huge collection of successful and unsuccessful managerial experience in their personal past life (Gummesson,1996,60). Professional consulting managements in industrial countries meet this need. They use the experience that different agencies have gained.

Conclusion and Recommendation

Management, in organization generally has two aspects, one aspect is related to the organization objectives and the other aspect that lead to the employees objectives, the tasks of planning, organizing, coordinating and control are the tasks that directly lead to the organization's objectives and motivation and force collection that help people achieve their objectives. Thus, management improvement means to consider the manager's tasks towards achieving organizations objectives.

Productive HR and capital resources are vitally important. HRMD in its different dimensions can directly be effective in a country's growth and development as Japanese scholar MatsuShita, Says" first create a human, the right goods are produced then". However considering performance excellence models factors in accessing organizational excellence, some alternatives and recommendations are presented to improve and develop management and human resources management.

• Renovation in management through formulation merit test in a comprehensive and applicable form for the present managers (presidents, supervisors, commanders) in written, scientific and oral form and distinguishing manager from non-manager.

• Restoration systematic thought
• Appointing managers based rules through implementation of rational process in selection (strategic selection) training, promotion and employing people for the management of different deportments.
• If we are recognizing management as a specialty (expertise) then these should not be in-name-only managers for offices, departments, and organizations.
• Determination of necessary standards and indicators for managers and tendering license and approvals to the holders of these standards.
• Determination of a specific position for management among sciences, techniques, professions and arts. Considering that management possesses all these aspects.

• Activate research unit in the management filed and developing research scholarship and respecting researchers' rights.
• Comprehension of the necessities of management development and feasibility study and serious avoidance from daily-based-life in management.
• Analysis of the present structures of management at different levels through formation of analysis committees by top experts and analysts.
• Selection manager auditor to audit present managers and continuously oversee managers activities in different time periods, their promotions or demotions.
• Paying precise attention to the feedback issue in management such as suggestions, solutions, reactions etc.
• Formulating a comprehensive body of managerial regulations.
• Promotion at national level to help identify and improve attitudes on management.

Generally it can be stated that since proper management enhances the quality of administration of affairs, the country's development path passes through proper management.

Clearly system enabling, if it is done through management tools and through management development and human resources management, is more sustainable and perhaps it done with less expenses and that the expectation of immediate result should not stop us from continuing.

In other words, the growth, improvement and development of indexes and parameters that are necessary for achievement of management development are preparers of organizational excellence and achievement of predetermined objectives. In the meanwhile, the introduction of performance excellence model can be at the top of management development programs, there should be a belief that the more we attempt to plan for the development of system components (including management), naturally the more we access to organizational excellence.    

References:

• Abtahi, Seaid Hussein, Management human resource, Tehran: Allame

Tabatabaee University Publication.

• Alvani, Seaid Mehdi(2005), General Management ,Tehran: ney Publication
• Dixon, J.R., P. Arnold, J.Heineke, J. S. Kim and P. Mulling(1994). Business Process Reengineering: Improving in New Strategic Directions. California Management Review, Summer.
• Eghtedari, Ali Mohammad(2003), System & Organizational Behavior, Tehran: Molavi Publication .
• Feizi, Tahere(2005), Principal of Organization Management , Tehran, Payamenor University Publication.
• Gummesson, E. Mega and Nano Relationship in Relationship Marketing, Irish

Marketing Review, Vol. 9,1996.

• Ivancevich, J.M., et al. (1977).Organizational Behavior and Performance Calif. Goodyear Publishing Co.
• Marchington, M. and Wilkinson, A,(2006). Human Resource Management at Work (People Management & Development), 3rd edition. London CIPD ISBN 1-84398-062-2.
• Razani, Abdol Hamid(2002), Interaction of Organization Preference Models ,Tehran: Emam  Publication.

Sloman, M, (2003) .Training in the Age of the Learner. London. Chartered Institute of Personnel and Development.