PRESIDENCY UNIVERSITYCOURSE CODE – HRM 406

COURSE INSTRUCTOR- DR. TARUN TAPAN DHAR

SPRING - 2010

HR Development Leads to Improve Productivity

Submitted ByMd. Abul HasnatID # 081091025

Date : March 21, 2010

Introduction

Now a day’s companies are always looking for more efficient ways to produce goods and services. When new technological advancements give a company a competitive advantage, their competitors can easily catch up by implementing and improving on the new technology. To be successful in today’s market, companies need an extremely capable, flexible and dedicated workforce, a flexible and innovative management, and the capability to hold on to developed talent. To accomplish these objectives, the company needs a talented HR department. In addition to hiring the right people to carry out specific jobs, HR managers have to build up dedication and allegiance among the workforce by keeping them up to date about company plans, as well as laying out the implications for job security and working conditions.

HR Development and Productivity

Improvement of productivity through HRD has now became more important for manpower obsolesce, which is now gripping the industries for technological changes. Technology as lead factor cannot improve productivity unless simultaneous development has been renewed particularly for the current economic environment, which is characterized by liberation and globalization. While innovations and developments in technology no doubt ensure increase in productivity, human factors cannot be altogether ignored. Productivity improvement through increased employee motivation, commitment, satisfaction and efficiency at work reinforced by managerial policies and practices now contribute significantly to bring about the desired improvement.

Improving productivity through HRD intervention calls for in-depth knowledge of human behavior at work, especially in the context of productivity related issues skills to diagnose the strength and weaknesses of the people and the process of channelizing these to productivity behavior and awareness and assimilation of innovative approaches to man management. There are six important factors thus have been identified, which affect productivity in an organization. These factors are as follows:

Nature and quality of raw materials: this factor demands better method to eliminate the awful waste which is evident in the use of natural resources and provide for efficient handling.

Basic nature of process employed: Technologies should be used to the best advantage in constantly improved processes. Scientific research should continuously try to improve the processes and the procedures.

Amount of the plant and equipment employed: productivity depends on the amount of the plant and equipment employed. A satisfied number of equipment increases the productivity by using less time and resources. This factor also helps to minimize the cost and motivating the employees as well.

Efficiency of plant and equipment employed: Efficiency is achieving the objectives using the least resources. On the matter of plant and equipments the more efficient these are the more productive the organization is.

Volume continuity and uniformity of production: Productivity does not mean retrenchment or redundancy, in contrast, productivity in fact increase the potentiality.

The volume of production if continues the productivity also continuous and increases as well as the uniformly in the market.

Manpower utilization: manpower is a fundamental resource. HR department meets the need, placement, excess of manpower of an organization. Thus manpower is the most important of all resources of an organization. If this resource works more efficiently the more productive the company is.

Business is only as effective as the people who work in it. If employees are not motivated, then attitudes are reflected in their job performance. When people are motivated and inspired, they are more creative and productive and they are less likely to leave. What motivate employees the most are their mentors, which in most cases are their mangers. When managers set the example, employees are bound to follow. The underlining theme is to keep the lines of communication open to facilitate trust and growth. To make them work and have the best output from employees HRD has to play role for their training, evaluation, performance appraising, compensation managing, and at all to say workforce management. Because if the workforce is well managed and motivated, the whole workforce leads the organization to the maximum productivity. There are 10 things that HR department does to improve the productivity of the organization. These are:

1. Management commitment.

2. Training and empowerment

3. Fabric saving

4. Work Study

5. Times and methods

6. Measuring performance

7. Line Balancing

8. Quality

9. Personnel Management

10. Better equipment

Conclusion

Employee development is strategically necessary in developing employees that are able to deliver and achieve the long-term strategic goals of the organization. Organizations need to focus on the importance of human resources, employee retention, motivating employees, human behavior, and how to promote change among their workforce. All these steps are done by the human resources department to lead the organization to improve the productivity. Corporate executives will have to look at the most distinctively human elements of the business such as culture, leadership and character in order to obtain a sustainable competitive advantage.