Since independence all Governments have been looking for development of meaningful human resource for the country. Hundreds of universities, central, state, private and colleges have been established. But the country is still starved of meaningful human resources. There may be number of reasons, however, one of them is Human Resource Management (HRM).
The history of HRM is as old as ‘industrial revolution’ when labour was needed to work on machines and produce goods efficiently. Sharing of the profits from goods thus produced between the labour and the owner of machines has been the critical point of HRM. Over a period of years lot of research has gone into it and HRM has developed like engineering and medicine. It covers preparing to Manage Human Resources including the Recruiting, Hiring the best people for the job and then getting them onboarded, so they’re off to a great start in their careers. Managing employee performance, which is once they’re onboard, how to keep them motivated and happy and growing. Employee compensation models about rewarding people and motivating them. Employee Value Proposition capturing the benefits delivered to the employees as well as the organisation are included.
Many of our higher education institutions offer UG, PG and Ph. D programmes in HRM and related branches. However, the higher education institutions do not follow the HRM practices. While hiring people, job descriptions are hazy, selection process is conducted in a way that HRM refuses to conduct, it is unstructured, the experts are unprepared and onboarding is poor. As a result institutions do not get best talent, students suffer, admissions dwindle and the institution suffers – the benefits that may be delivered to the employees as well as the organisation are vanished. It is therefore necessary to follow the HRM practices for the efficient functioning of Institutions of Higher Education.