FAMILY PRACTICES DWELLING IN HR

Generally, concepts arise from our ancestral beliefs and practices. Likewise most of our HR concepts relate with our family practices and beliefs which has been left out for us by our ancestors. Now, we will see the concept of Succession Planning & Mentoring and how does it relates with our traditional practices.

Succession Planning:- Experienced people when they quit their job, they usually train their subordinates for a period of time to make the trainee fit into the quitter’s position. Usually, Dad when he is getting out of his business he makes his successor (son/daughter) get trained in the same field just to make him/her to fit into the Dad’s position.

Mentoring:- Similarly a person with more knowledge and experience will be a mentor for either his/her junior, relative, successor, subordinate or student. That’s how in families we use to get advice from our elderly siblings. Healthy practices like assertiveness, disciplinary procedures, Grievance handling, career planning and poaching everything has emerged from our ancestral family practices.

A socially defined way of behavior have been inculcated in all members of family same as corporates. They mention employees as family members and they bound to follow a corporate culture. This is perpetual and goes on for till the social setup survives.

ESSENTIAL FACTORS FOR MANAGEMENT

Management is factor of mind. Each and every decision is made by many contributing factors. Those are in terms of Micro and Macro economic factors. An organisation will reach its success with strongly responding to such micro and macro factors. Being well prepared to tackle the certainty and uncertainty make its business run for long term.
Micro Economic Factors
Micro economic factors are controllable. They are internal strength of company. How does it prepare for capturing market, harnessing competitors, dealing with customers, ethical and social responsibility.
5 P’s in Management
Dr.Mildred Golden Pryor, J.Chris White and Dr.Lesile A Toombs coined the term “5 P’s in Management”. It includes purpose, principles, processes, people, perform as terms which predominantly support an organisation to sustain long term growth. With defined purpose and principles the firm inculcate best culture and belief system in organisation. Process portrays the competitiveness of the firm. People are company’s assets, making the best use of human resources brings higher productivity. Final step will be performance. Performance will be result of factors which constituted by above 4 factors.
1. Purpose:
2. Principles
3. Process
4. People
5. Performance


Purpose:
Vision, Mission, Goals, Objective and Strategies
Principles:
Guiding philosophies, assumptions or attitudes about how the organisation should conduct its business.
Process:
Organisational structures, systems, procedure and people
People:
Resources which yields productivity
Performance:
Encompasses all the metrics, measurements, expected results that indicate status of the organization and are used as criteria for decision making.