Saturday, 1 December 2012

What is the difference between HR studies in College and HR work in any SME ? Why it is very different for HR ?

What is the difference between HR studies in College and HR work in any SME  ?  Why it is very different for HR ?

Human Resources, also commonly abbreviated as HR, is a wide term used to describe the functioning of an organisation's workforce. In essence, it is about the people that make up the workplace: how they work, interact, what motivates them, how to keep a good balance between wellness and work output, what training they need, and so forth.

Just like a machine, the whole entity cannot function properly if all the smaller components do not work together, so in order to ensure the success of a business or enterprise, attention must be given to all the parts involved. If workers at ground level are not happy or feel that they are being treated unfairly, this would directly affect the efficiency of the upper levels, and could ultimately have a very negative impact on the business as a whole. Therefore, no matter what job you wish to pursue or already perform, having knowledge about the principles that govern successful Human Resources Management and obtaining a Human Resources qualification would always be of great value and give you a certain advantage in the corporate world
The increasingly demanding corporate world is fuelling the need for qualified HR Managers. Businesses aim for maximum success and, in order to achieve this, they rely on skilled, efficient, reliable and motivated workers. It goes without saying that a manager should therefore be able to work with people because motivating them implies that you understand and appreciate them. You cannot get the best out of your workers when you don't know how to treat them correctly, which makes HR Management Studies an integral part of running a successful enterprise.


Annada from HR Mantrana opined that the most important aspect in any SME is performance management. "Deciding mutually agreeable, time bound goals and documenting them gives clarity to the employee and his reporting authority. The employee then understands his KRA's (Key Result Areas) and can work diligently towards them. Knowing that you have contributed to the goal achievement in your own measurable way is one of the best motivations you can have.
The SMEs usually do not follow any formal HRM practices. The ownership and management generally coincide and the owner does not possess any formal management training. The employer-employee relationships are largely based on mutual trust and understanding. Most of the times, no formal employment contract is signed with the employees and the terms and conditions of employment are only verbally agreed between the employer and the employees. There is no strict compliance to the labor laws and the employees are also often happy with mutually discussed terms and conditions, provided they are paid enough. The negligence of HRM can be assessed by the fact that most of the SMEs do not even have a separate HR department also.















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