HR as a domain
The acronym, HR, which stands for Human Resources represents Intellectual Capital and is distinct from material resources. The purpose of Human Resource Management is to achieve organisational effectiveness through individual effectiveness. Intellectual effectiveness is a composite of Competence and Commitment. Both these two elements are vital, as human performance is a function of Ability & Motivation. Ability is tantamount to Competence, and Commitment is the logical outcome of motivation. Thus an understanding of HR helps a manager to blend “can-do-potential” (akin to competence) and “will-do-potential” (similar to commitment) in her/his team-members. Foregoing is the rationale of HR as a specific domain in the entire gamut of subjects for management-studies.
The impact HR creates to organisations at large & society on the whole
Governance of society is mutating, the very nature of the firm, of the workplace is changing, demographic change, population diversity, workforce quality, growth of the service sector and liberalisation, privatisation and globalisation have ushered in a plethora of changes. A systematic study of HR would therefore help managers in the preparation, adoption and continuing evolution of personnel programmes and policies, enable selection of skilled employees scientifically, and prepare them according to the changing needs of industry and environment, provide the right kind of leadership and motivation so as to foster industrial harmony and societal peace.
Advantage GBS
At GBS, we have thoughtfully planned the course-design of HR. We believe that HR cuts across all other functional areas. Hence, we have tried to indoctrinate the concept in the first-year of studies through 3 sequential modules: Behavioural Science in Term 1, Organisational Behaviour in Term 2, and Human Resource Management in Term 3. Behavioural Science addresses the part dealing with managing self. Hence, it has lesson-plans like: Perception, Personality, Attitudes, Values & Beliefs, etc. This is the fulcrum on which the entire HR edifice rests. This transcends into Organisation Behaviour which addresses the part dealing with managing team and hence we expose students to nuances of group behaviour, human dynamics at work, teambuilding, etc. This becomes full-circle with a study of Human Resource Management in Term 3 which addresses the part of managing people in entirety with regard to various operative functions of HR in terms of procuring, developing and maintaining competent workforce to achieve organisational goals effectively. Once all these are achieved, students are ready to take on their respective majors emboldened with an orientation of getting things done through people. Those who aspire to specialise in HR attempt to study further on, with each operative function of HR as a full-paper. Hence, topics like: Training & Development, Performance Management & Competency Mapping, Management of Industrial Relations, Human Resource Information Systems in Term 4, Strategic HRM, HR for Competiitive Advantage, Organisational Development & Change Management in Term 5 and Global HRM in Term 6.