Human resource management challenges in the Foundation martyr and Veterans Affairs

Transcription

1 Human resource management challenges in the Foundation martyr and Veterans Affairs *Abdollah Mortazavi 1, Abbas Saleh Ardestani 2, & Mojtaba Rafiei 3 1 M.A of Department of State Management, College of Arak, Islamic Azad University, Arak Branch, Markazi, Iran, 2 Department of Business Management, College of Allame tabatabai, university, Tehran, Iran, 3 Department of Human Resources Management, College of Arak, payame Noor University, Arak Branch, Markazi, Iran *ABD_ MORTAZAVI@yahoo.com Abstract: Abstract: The present studies is done as Human resource management challenges in the Foundation martyr and Veterans Affairs and the challenges resulting from law enforcement of early retirement difficult and harmful jobs in the organization and by using grounded theory model. For doing this study, 20 patients of executives martyr Foundation and Veterans Affairs who has 20 years working and 10 years of management have been interviewed and their opinion have been received around the facing challenges and replacement solutions. What is about the 70% of respondents have emphasized and their Commenting has been frequency is accepted as the research findings and is offered at the end of conclusions. Key words: Human Resources, Challenge, Retirement Introduction: human resource is as the most valuable and most precious wealth of any community and the most expensive production factor and delivering services. The success of any organization depends on the assignment, using appropriate tools, equipment, money, raw materials and human resources in its organization programs and if it would be possible to allow these organizations can use the skills, abilities and characteristics of the individual and their employees toward organizational goals. Because one of the challenges of today's organizations is the presence of present absent. People that lost mental and physical ability to perform the work, were employed fewer, they have been dismissive and ungrateful and become invisible that besides not using of their numerous benefits of existence, organization because of their existence faced with challenges and are incurred the costs. Research Objectives: The main objective of this study was to investigate the challenges faced by human resource management in the foundation martyr and Veterans Affairs. The second objective of this study was to explain how law enforcement of difficult and hazardous jobs and early retirement influences human resource management in organizations martyr Foundation and Veterans Affairs. Definition of Human Resource: Human Resources Management is defined as the use of manpower for the purposes of organization and includes activities such as staffing and recruiting, training, salary, and organizational relationships. In modern human resources, activities such as planning, career-track jobs, compensation and their advantages, succession planning, talent management, employee attitudes, strengthen teamwork, strategy and human resources is arrived. 30

2 Table 1: Evolution of viewpoint of human resource management Decade1990 Decade 2000 Evolution of viewpoint of human resource management Advocate of staff Pro-Staff, Developers of human capital Staff plays an Important role in the organization success. This role pays attention to the current situation and current needs of staff before anything and then pays attention the future of resources. Administrative Specialist Occupational Specialty Value of human resources depend on the activities that effect on them.some of these proceedings to gain efficiency is performed through technology and do thersisobtained through policies and professional expertise Managing of change Strategic Partner Being a strategic partner has different influences: making expertise in business, Managing of changes, Wise management and consultancy. Managing of Change is Part of role of strategic partner. Strategic Partner Strategic Partner Like the previous section Leader Leader The sum of these roles are for leadership, but Be leade rof human resources also implies on The leading HR functions, cooperation with other departments, guarantee company and monitoring human resources department.. Human resource management approaches: There are two general approaches in human resource management: hardware and software based approaches. Hardware approach: views employees as other sources that should be input - output equations and manage efficiently. Soft approach: more attention to the fact that employees cannot be treated like other resource. Unlike other resources, human resources think and react. Human resource management purposes: the main objectives of human resource management ensuring optimal results from the collective efforts of its staff, which can be expressed as follows: 1 - Supply of manpower with minimal expense 2 - To nurture and develop the talents and skills of people 3 - Maintaining good relations between them and competent personnel 4 - Providing material and spiritual needs of employees so that the alignment needed to satisfy their personal goals, and organizational goals is created. 31

3 Responsibilities of Human Resource Management: General duties of human resource management are include: Absorption, development and human resource conservation. HR Challenges: While the importance of knowledge-based manpower; organizations are faced with new processes. A major challenge facing managers in the 21st century is how to use the talents and potential of individuals and organizational innovations to accelerate. To achieve this goal, managers and employees of organizations - their creativity and enhance their awareness of it, the maximum potential intellectually, mentally and intellectually in order to dynamic organization is used and through the creation, development and application of innovative, scientific daring spirit, criticism, and criticism, scientific spirit and strengthen research on individual employees. Meanwhile, freedom of action and greater participation in decision-making can increase involvement, awareness, and employee engagement. On the other hand, organizations need to compete effectively in the form of human resource management that is based on role. (Ie, in the past, does not depend on the specific functional responsibility) and directly in the development of organizational and capability do the role. Order to create this functionality, it is necessary to follow the four basic roles: human capital steward, knowledge facilitator, causative relationships (relationship building) and specializes in rapid deployment. Human resource management strategies in the face of challenges: challenges posed to human resource management strategies can be outlined as follows: * increasing the productivity of human resources and accounting, human resources management and development expenses *pointer to attract and nurture knowledge workers for development of knowledge-based product *upgrading the skills of information technology staff to create flexible work arrangements such as timework *International human resource function capability to compete in global markets *transforming human resources to human capital to maintain and enhance competitive advantage *Due to customer satisfaction and employee evaluation systems * Mutual influences human resource strategy with organizational strategy (also order to the interests of employees with the interests of the organization) *Participation and social interaction in create sustainable development *create a shared vision of the organization's staff to Synergistic * Infrastructure, education, and empowering employees to implement organizational change. Research Methods: The study population consisted of 20 subjects martyr and Veterans Affairs Foundation executives that are willing to have the interview form. Due to the nature of the research questions, the best kind of research paradigm is for the study of interpretation and In other words, the qualitative research approach to understand and interpret the participants' responses and comments are used. Because this is a qualitative research, interviewing is the best type of data collection tool. The main 4 theme of this review is as follows: a) The Challenges of manpower Steward: One of the challenges facing martyr Foundation and Veterans Affairs, manpower is the steward of challenges. The theme is divided into three subgroups: a) Challenges related to intellectual asset b) Challenges related to organizational commitment c) Challenges related to job burnout 32

4 a) Challenges related to intellectual capital: according to data and interviews, this theme is composed of several categories will be explained in the following sections. 1) Failure to select employees based on a specialized test. 2) A lack of foresight to promote middle managers. 3) Lack of fitness staff input output. 4) Low levels of education. 5) Lack of education. 6) Income disproportionate amount of hard work. 7) Were trained following the appointment of administrators. 8) Withdrawal educated b) Challenges related to organizational commitment: The majority of respondents believe that organizational commitment among employees is one of the serious challenges martyr Foundation. They believe that people with a high degree of income due to the mismatch of the dignity of his loyalty to the organization did not receive. c) Challenges related to job burnout: Another steward of manpower challenges related to job burnout employees. Most interviewees believe that job burnout among staff and Veterans Affairs Foundation martyr is quite clear that sometimes employees can face and how to deal with a society that aims to discover. This tension between two groups of employees to work hard and earn disproportionate amount of hard work is divided. Challenges related to the role of facilitator: This theme includes several subsets that are described in the following sections: 1- Lack of continuous learning and training 2- Failure to promote an employee-oriented specialization 3- Lack use knowledge and experience of retired people The relationship between the creator challenges: This theme has four subsidiaries that are described in the following sections: 1- Pale teamwork 2- Failure to connect project teams 3- Ambition immigration staff 4- Lack of fitness Rights received a severe lack of proper delegation of middle managers Problems arising from the implementation of early retirement: Most respondents (80%) believe that the law enforcement of organization is faced with challenges. With the implementation of this law in the past two years, about 2,000 members of experienced staff have left and there will be repeated the following challenges: 1) Competent and experienced troops. 2) Lack of adequate replacement for outgoing individuals for employment restrictions and the reluctance of professionals to work in the Foundation. 3) Loss of information resources and experience of retired people. 4) Too costly and energy alternatives to meet people. 5) Do not plan to use organization power of thought and labor of Retired Persons Problems of law enforcement difficult and hazardous occupations: managers believe that the law could be used to offset a portion of the employee's service as an opportunity is identified, However, the challenges related to the implementation of the Act provides early retirement follows. About 70 percent of those interviewed expressed by the following challenges: 33

5 1. Departure of experienced staff are far more law enforcement early retirement. 2- Competent and experienced withdrawal. 3- Lack of adequate replacement for outgoing individuals for employment restrictions and the reluctance of professionals to work in the Foundation. 4- Loss of information resources and experience of retired people. 5- Costly and too for the introduction of alternative energy. 6- Lack of intellectual capacity and workforce planning organization for retired persons. Conclusion: The Challenges of manpower Steward: One of the challenges facing martyr Foundation and Veterans Affairs, manpower is the steward of challenges. The theme is divided into three subgroups: a) challenges related to intellectual asset b) challenges related to organizational commitment c) challenges related to job burnout. Challenges related to intellectual capital: according to data and interviews, this theme is composed of several categories that are included: 1) Failure to select employees based on a specialized test. 2) a lack of foresight to promote middle managers.3) lack of fitness staff input output. 4) Low levels of education. 5) lack of education.6) income disproportionate amount of hard work.7) were trained following the appointment of administrators.8) withdrawal educated. Third theme is extracted of Challenges related to the role of steward is Challenges related to job burnout. The results of this research Is consistent to many of related studies. So it can be acknowledged that Foundation martyr veteran's affairs are encountered with job burnout challenge and thus may to lose their commitment to the respective organization. The second challenge is related to the role of facilitator, this theme is made up of three sub-themes, 1- Lack of continuous learning and training 2- Failure to promote an employeeoriented specialization 3- Lack use knowledge and experience of retired people. So we can conclude that foundation martyr and veterans affairs like other organization do the idea of a solution to make use of the knowledge of retired persons to improve staffing young and novice. Another major theme is related to the challenge of creating a relationship. This theme is made up of four themes 1- Pale teamwork 2- Failure to connect project teams 3- Ambition immigration staff 4- Lack of fitness Rights received a severe lack of proper delegation of middle managers. And The fourth challenge is Failure to delegate of Proper disposal to the enterprise-class. References Javadin. S. R, 2008, Fundamentals of Human Resource Management, Faculty Publications of Management of Tehran University. Zareh, A, Relationship between organizational environment and employee productivity In public hospitals of University of medical Sciences. Boroomandi.M, Nasiri. M, Strategic actions of Human Resource Management and Innovation With an emphasis on role of knowledge management. performance: Saebi. M, , Trends and Challenges of Human Resource Management in Public sector. Jazani, N, Human Resource Management,Tehran. Doaei, 2002, Basics of Human Resource Management, Translator of Persian. A, Arabia. S.M, Tehran. Doaei.H, Human Resource Management, Attitude of Tehran Applied. Armstrong,M. (1993), A handbook of personnel management practice, 4th ed. London: Kogan Page. Byun,D.(1997), Human Resource Management. In Encyclopedia of Library and Information Science, Vol. 59. Edited by Allen Kent. New York: Marcel Dekker 34

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