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Human Relationship Management
Alex, Member
We must move away from the concept of resources. Management actually manages RELATIONSHIPS - between managers, employers and employees, environment and employees, pay and pensions: the list goes on, yet the research remains static not dynamic.
The very term "Human Resource Management" belies its actuality. Humans are not managed. The relationships which humans have with their workplace, their colleagues, the corporate strategy, the leaders, the followers: that is what is actually being managed in any situation. The system dynamic is quite different in concept and thus research and focus need to adapt towards holistic rather than analytical thinking and interpretation.
The OODA loop, for example, is a reasonable iterative system but it assumes rationality. As rationality depends on values then the cultural values of the system will deem what is rational and what is not. When two opposing rationalities meet (e.g. Trump and Kim) the results of that relationship need managing by those who understand the values guiding the decision making process on both sides - else the system slides to chaos with two opposing attractors competing.
The relationship therefore needs managing not the resources. Perhaps the relationship between two value systems such as unions and management - when in opposition can be chaotic, when complementary can be beneficial. The relationship is dependent on the value systems involved - not the resources held by each.
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Managing Relationships in HR Jolanta Sz, Member I agree. I was always convinced that human beings are definitely not comparable to other organization's resources. In English, "management" has a broad meaning, while in other languages it is possible and desirable to distinguish between HR Management and Management of other resources - and in some languages it is possible to do it.
The idea of managing relationships - in other words, managing SOCIAL Capital - is in our contemporary world a must. |
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