Day: January 30, 2017

#HR #Word: #Deregulation

Deregulation is the practice of lightening the policy burden on the Human Resources (HR) department and at the same time, delegating HR authority to the line managers


This came in vogue in US after the National Personnel Review in 1993. Since then, deregulation practice has been started in an effort to reduce the cost and complexity of the federal human resource management (FHRM) system. This practice has therefrom started to flow to various organisations across the planet.

However there remains an obvious downside to excessive deregulation. While implementing the practice, one must be aware of certain laws and policies in place which should nevertheless remain in place for structured functioning of the organisation. This creates a challenge for HR managers regarding the extent of implementing deregulation.

Usually most of deregulation is seen in the following areas of HR activities:

  1. Performance management
  2. Leaves and staffing

On the contrary, areas of HRM like hierarchy and final selection decisions, disciplining and firing of employees have yet not experienced fair amount of deregulation. Barriers to deregulation include most line managers perceiving delegated authorities as additional workload and hence the line managers prefer to remain away from these responsibilities.

#HR Word: #Deprivation

Deprivation refers to a situation where an individual is denied of the basic necessities of life. 

In social terms, it is one of the consequences of the disparity in the socio- economic norms prevalent in the environment, due to the caste system followed in the Indian society.

There is a lot of ethnic diversity in India leading to formation of minority and majority groups, not just in terms of the population but also in terms of the resources available to each of these groups. 

As the society is governed by its citizens, the majority social groups have monopolized the scarce goods of prestige and power. Therefore, deprivation plays a very important role in any society.

An individual experiences deprivation when a particular need remains unsatisfied.

Effects of Deprivation:

Functional tension: It affects motivation, it is the positive desire to fulfill a particular need and exert effort in doing the same. If this need is satisfied, then the tension will be reduced and will lead to a temporary calming effect. Therefore, functional tension and desire for relief are directly proportional. Higher the tension, higher will be the need to satisfy the same and be relieved.

Dysfunctional tension: It may also be termed as apathy. It occurs when the effort is not expected to or does not relieve the dissatisfaction caused.

Example:

 An employee believes that the target put forward is impossible to achieve, therefore no matter how much effort he/ she puts in, he/ she will not be able to achieve the target and reduce her dissatisfaction.

 

Dysfunctional tension is a complex type of Deprivation for the managers also as they are unable to understand the reasons due to which an employee underperforms, even when he/ she has the considerable potential.

 The manager needs to put in additional efforts to know the reason for the same and then try to reduce these causes as they will hamper the productivity of the employee in future.