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HUMAN RESOURCE CHALLENGES IN RESEARCH MANAGEMENT
WITHIN THE CONTEXT OF RESOURCE LIMITED SETTINGS
By Mrs Margaret Mayiga and Catherine Tugaineyo
Association of Research Administrators in Africa (ARAA)
Annual MeetingKampala, Uganda 2010
Human Resource Management (HRM)
Human Resource Management (HRM) is a strategic and coherent approach of managing the most important asset in an organization, the human resources.
It’s a function within an organization that focuses on;recruitment and retain of, management of, and providing direction for the people who work in
the organization.
HRM Cont’dHuman resources are an organization's greatest assets
because without them, everyday research functions such as;
managing clients flow, making daily protocol decisions, communicating through all forms of media, and dealing with clients and stake holders could not be
accomplished.
Human resources and the potential they possess are key drivers for an organization’s success. With globalization and technological advances, today's organizations are continuously changing.
Thus, organizational change impacts not only the Research output but also its employees.
HRM Cont’dIn order to maximize organizational
effectiveness,
human potentials, individuals' capabilities, time, and talents must be
managed and developed. Hence,
The practice of human resource management (HRM) and human resource development (HRD) works to ensure that
employees are able to meet the organization's goals
HRM FUNCTIONSGlobally, the term HRM and HRD has been used by scholars,
researchers, academics and practitioners. HRD evolved from HRMIn the research world the term admin and HR
have been confusedHoweverConfusion arises on the terms or labels for HRM and HRD and
its position in management function. The term for HRM has been understood as the only word to
represent and explain the management and development of human resources from the point of; Recruitment to compensation and rewards Through to Career management and development to the point of
retirement.
HRM Functions cont’dHenceIt is pertinent to examine the terms that evolve-
around the management and development of human resources in organizations.
ThereforeIn order to achieve this objective, it is important
to examine the difference in terms for HRM and HRD, the history or starting point for HRM and HRD, their relationships and the up-coming terms used to refer human resource management and development.
Goals of HRM
Effectively make use
of the talents and abilities of employees to achieve
the operational objectives
Seeks to ensure that
the individual employee is
satisfied with both the working
environment and the
compensation and benefits
that he or she receives
Employer Employee
Human Resource management in ResearchCompetitive advantages for Research
management focus
Recent past Quality Data output and technology
Emerging research management
Focus
Focus
Investment in human capital
Knowledge and commitment and
Enthusiasm of employees
Shift in Research focus
From To
This shift poses challenges in research management capacities
Physical Assets
Knowledge and Information
i.e. Intellectual capital.
Challenges1. Ability to effectively manage a diverse body
of talent that can bring innovative ideas, perspectives and views to their work.
With the mixture of talents of diverse cultural backgrounds , gender, ages and lifestyles , the Organization can benefit more from research skills rapidly which must be one of the Organizational goals to be attained and support of diversity broadly, will prevent losing talent to competitors.
Strategy # 1Initiating diversity mentoring programs. Engage consultants to;
Encourage members to move beyond their cultural frame of reference
Recognize and take full advantage of the productivity potential inherent in a diverse population
Challenges cont2. We still hold to some old systems of leading and
managing human resources exclusively for research output which do not work in today’s context.
Leaders with limited management skills and
inadequate mentorship Focusing on physical assets instead of intellectual
capital ‘The Responsibilities and objectives of Human Resource Management’, Richmond Anyidoho,June
18,2010.
Strategy # 2A more appropriate mode of leadership linked to
reforming management systems and committed to moving beyond planning to implementation , is essential to the solution .
Planning
Implementation
EffectiveLeadershi
p
Challenges cont’d3. HR management policies and practices are
often not in professional hands. This includes all line managers
Strategy # 3Train line managers in current
leadership/managementskills that focus on intellectual capital
Challenges cont’d4. There is lack of support to advocate for
funding of HR solutions to go hand in hand with funding for Research Programs .
Some donors limit funding to certain aspects of research
E.g. millions of dollars have been availed to ensure availability of AIDS and tuberculosis drugs but limited funding has been committed to ensure that there a sustainable workforce to administer these drugs
Strategy # 4
Advocate funding for HR solutions
Sensitizing donors about the importance of Human resource solutions
Involvement of HR managers in budget development
Challenges cont’dAnother challenge is the unrealistic time
frame.- HR solutions require time (at least three to five
years ) to produce results .
Change takes time
Conclusion The complex conditions under which we work to
address the HR crisis demand a new style of leadership that;Encourages innovation and Team work and A more professional approach to HR
management .
At all levels of the Organization we need committed leaders and qualified HR managers to translate organization strategies and HR reforms into solutions on the ground.
Some References:Human Resources for health
http://www.human-resources-health.com/home Abstract :The key to improved results in health
, Mary l O’Neil Human resources for Health 2008 Richmond Anyidoho, June 18,2010.’The
Responsibilities and objectives of Human Resource Management.’
Any Questions ????????
Thank you