The HRM in the application of Work-study
The
human is one of the vital roles in company operations. Need to be good
cooperation from all the human factors that were related to achieve the
effective way of work-study. Besides that, the objective of the work-study
needs to be clear, and the human factors should understand that. Otherwise, the
result would be half-hearted effort and sloppy workmanship. If the management
of work-study is able to create a satisfying working environment, it will
encourage productivity improvement. Then, a work-study development program may
be seen as “owned” by all the human factors (Kanawaty, 1992). The following
are human factors in the application of work-study whose relationship need to
be concerned :
1. Management
Applying work-study in one area can start a chain reaction of investigation and improvement which will spread in all directions throughout the organization such as production management, technical management, etc. In order to succeed, it must have the understanding and the backing of management at all levels, starting at the top, cause the people at the lower level to tend to follow the person from the higher level.
2. Supervisor
Supervisors are the people most deeply affected by work-study cause he or she represent management to the worker on the work floor. They need to be explained or even trained on the whole purpose of work-study and the procedures involved throughout the process. Unless this is done, the supervisor will be an obstacle to work-study implementation.
3. Workers
The work-study person has to convince the workers about the impact or improvement of work-study, so the workers will have confidence in the sincerity towards them; otherwise, they will regard it as more work out without benefit to themselves.
Issues in Human factors
The
most issue that is concern by human factors in this last decade is the fears of
unemployment due to higher productivity. Based on the definition of
productivity is using minimum input to create maximum output, there is a
theoretically opposite relation between productivity with employment as input. However,
this theory doesn’t mean that there’s should be unemployment because of
productivity. The effect of changing productivity on employment depends on the
demand for the output (Hultgren, 1959). For example,
when the company wants to increase productivity because of the high demand, they
wouldn't employ fewer workers. Moreover, the organization will increase
employment if their employers couldn’t meet the expectation. On the other hand,
the company must cut off employment when the nature of the market or demand
falls off.
Conclusion
References
tgren,
T. (1959) ‘Productivity and Unemployment’, Challenge, pp. 57–61. doi:
10.1080/05775132.1959.11468871.
International
Labour Office and Kanawaty, G. (1992) Introduction to Work Study, Introduction
to Work Study. Available at: https://hcmindonesia.files.wordpress.com/2012/12/introduction-to-work-study.pdf.
Very informative and timly article. As we observed the globalization and automation have forget that HR is involved in Human matters. Human issues to be solved in humanarian way of solving. So the HR professional shoul rethink on the logic of HR handling and most human approaches to be applied on the field.
ReplyDeleteIT , Technology and Automation are important evolutions in globalization. They help the companies to improve their Efficiency, Accuracy and much more. When comes to HRM automation up to some level is needed but mostly it is about empathy and human touch. Therefore HRM must be more concern on building enthusiastic interpersonal relationships within all the levels in organizational hierarchy.
ReplyDeleteHi Pradeep, According to the International Labor Organization job study is the term used to adopt the methods of learning the methods and measurement of work used to ensure the best use of human and material resources in performing a particular task.
ReplyDeletevital information Pradeep, the human factor is one of the most vital elements in enterprise operations, for it is through people that management can control in utilization of its resources and the sale of its products and services. To give the simplest of their ability, employees must be motivated to try to to so. Managers must be ready to provide a motive or a reason for doing something, or make people want to try and do it. It is of little use for management to organize elaborate plans or give instructions for completing various activities if the people that are alleged to perform the plans don't to try and do so-even though they'll need to.
ReplyDelete