Human RELATIONSHIP Management

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Human RELATIONSHIP Management

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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		3 Jolanta Sz Professor, Poland
	Managing Relationships in HR 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.

		3 David Wilson Manager, Canada
	Me Too Changes the Equation If we need to move away from managing resources to managing relationships, how do we manage the impact of social media and the past history of power inequities and inappropriate behaviors? If we just manage relationships in the present, the past may have a way of surprising us. Engaging others and building trust is critical to creating an organizational culture that values and respects people at all levels. However, what do you do when trust and respect is not present? Developing these characteristic behaviours requires collaborative working relationships based on shared power, mutual respect, positive behaviors and win-win outcomes. We also need to ensure everyone at all levels understands and practices these behaviours. Balancing relationships is important to ensure power imbalances and inappropriate situations do not arise.

		1 Rasheedah shuaibu HR Consultant, Nigeria
	Human Relationship Management What a beautiful development... I still prefer the term human capital over social capital as the priority.. Although both are outrightly needed for smooth running of any organization.

		1 CHARLES HR Consultant, Kenya
	Human Relationship Management This could not be said in any better. We manage employee feelings, attitudes, beliefs, perceptions and perspectives. Managers should focus more on what makes employees tick rather than what goals they need to meet.