System Approach To HRM

It is inter-related set of elements function as a whole is called system or system is a combination of different components or parts for being a complex organ. An organization is a system where as HRM is a sub-system. If HRM is taken a system other components that come under HRM are elements or sub-systems of HRM system. HRM system is a system which transforms employees into productive human resources. The input components are transformed into refined output throughout managerial process. Various sub-systems like; employment, training and development, compensation, maintenance, personnel resources are activated in HRM system. HRM system should adopt environmental changes like; political, economical, socio-cultural , and technological goal. HRM system is the open system that consists of input, processing/transformation and output relationship

INPUT:
It is used as primary resources for organizational output.

a. Human Resource:
     It is active means of production. It is mobilized from one job to another.

b. Non-human resource:
     It consists human resources to achieve goal. Machines, capital, market, information building etc are the non- human resources.

       Both the resources are utilized to achieve the goal through different managerial process.

PROCESS/TRANSFORMATION:
Inputs are processed level achieve the desired level of output. It is a mechanism on which input components are transformed into output.

a.Acquisition:
    Recruitment, selection and placement of people in the organization. It ensures right number of people at the right place at right time. Recruitment generates potential candidates, selection chooses the best candidates and placement or socialization makes these selected candidates familiar with organizational rules and regulations.

b. Development:
    *Employee training: It is given to the lower and middle level employees for the development of their skill, knowledge and ability to work.

     *Management development: It is educational and other academic activities provided to top level managers to develop their future potentials.

c. Motivation:
     It inspires people for better performance evaluation, reward and punishment, compensation management, discipline, etc.

d. Maintenance:
     It is a process of retaining the employees for the longer period of time. It is the keeping those people having better performance retention of competent or capable employees in the organization is maintenance. It consist of labor relation and employee welfare.


OUTPUT:
      It is the final product or service which is produced through managerial function by using inputs. Output components are ;
  a. Quality of work life:
      It refers to good relationship among employees and total working environment. Each and every members are able to satisfy the needs of the organization through transformation process. It makes employees participate in organization process actively and efficiently. It consists of autonomy, recognition, belonging process and development and external rewards.

  b. Productivity:
      It is the ratio of input and output how much and how will the amount of work is being produced. Productivity can be increased y capital investment, innovation, learning and motivation to introduce new technologies. Efficient relationship between input and output is productivity i.e. higher productivity means less cost of production and vice-versa.

c. Readiness to change:
    Ability to adjust in dynamic environment HRM system ensures that the employees can tackle the change that occurs i the organizational environment. Everyone is prepared for any sort of changes according the work life. Employees should be competitive.

d. Employee satisfaction:
    It belongs to employees attitude  towards the job and desire of commitment. Employees will show additional performance if they are satisfied with the pay and other are satisfied with the pay and other benefits provided with.