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A Study of Human Resource Management in Ranbaxy Laboratories LTD
A Study of Human Resource Management in Ranbaxy Laboratories LTD
A Study of Human Resource Management in Ranbaxy Laboratories LTD
A study of Human
Resource Management in
Ranbaxy Laboratories Ltd.
SUMMARY
Submitted to
M.J.P. Rohilkhand University, Bareilly
For the award of the Degree of
DOCTOR OF PHILOSOPHY
In
COMMERCE
2007
In the first two chapters of the thesis the researcher has given the introduction on Human
Resource Management and its theoretical foundation.
Human resource management relates to a strategic and coherent approach to the management
of an organisation’s people contributing towards the attainment of business objectives. It involves a set
of interrelated policies with ideological and philosophical orientation, and forms a business focused
approach to manage people for competitive advantage.
As Armstrong observes, the Human Resource Management emerged in the mid 1980s when
two models were evolved by academics in the USA: “matching model” and the ‘Harvard framework”.
The matching model specifies that HR systems and the organizational structure must match with
organizational strategy. Likewise, the founders of Harvard framework stressed the need for coherence in
Human Resource Management policies. They were first of point out that the Human Resource
Management belonged to the line managers. As Beer et al. assert, human resource management involves
all management decisions and act ion which affect the nature of the relationship between the
organisation and its employees - its human resources. The problems of historical personnel management
can only be solved when general managers evolve a viewpoint of how they intend to see employees
involved in and developed by the enterprise, and up to what extent Human Resource Management
policies and practices may facilitate those goals.
For example, general managers may make decisions regarding introduction of new technology
or a new financial strategy. These Human Resource Management decisions fall beyond the purview of’
the personnel functions. There is an urgent need for a long-term perspective in managing people and
consideration of people as potential assets rather than merely a viable cost.
Similarly, Walton, another Harvard professor, observes that the Human Resource Management
model is composed of policies which promote mutuality, i.e. mutual goals, mutual influence, mutual
respect, mutual rewards and mutual responsibility. The theory is that policies of mutuality will stimulate
commitment which, in turn, will provide both better economic performance and greater human
development. Thus, the Harvard framework specifies that the Human Resource Management is a
concern of management in general rather than the personnel function in particular.
Some of the UK versions of the Human Resource Management model are those proposed by
David Guest, Karen Legge and John Storey David Guest has further developed the Harvard model
stressing four policy goals: (1) strategic integration, (2) high commitment. (3) high quality, and (4)
flexibility.
Karen Legge specifies three elements of Human Resource Management as follows:
o HR policies should be integrated with strategic business planning and used to reinforce an
appropriate (or change an inappropriate) culture.
o Human resources are valuable and a source of competitive advantage
o Human resources can be tapped most effectively by mutually consistent policies which
promote commitment and foster a willingness in employees to act flexibly in the interests of
the adaptive organsation’s pursuit of excellence.
John Storey specifies four elements of Human Resource Management as follows: