Accountability helps management to work in the right way. Particularly in government organization, trade union makes different problems. However, he may secure advice and help in managing people from experts who have special competence in personnel management and industrial relations. It is not a discipline in itself but is only a field of study. But the one we have given here serves our purpose well. Most of the companies face this pressure from top to bottom and that corrupt their working level.
As a result, management can do their activities effectively. They try to provide their best efforts to the organization as their success depends on the success of their organizations. So if there is any established corporate culture then it will help to establish an environment which employees can get the opportunity to work collaboratively. Its educational and training institutional infrastructure is not good enough. It is performed by all managers at various levels in the organisation. After the architecture is defined it needs to be articulated explicitly.
Human relations skills are also required in training performance appraisal, transfer and promotion of subordinates. But its population is large, in number. The informal relations are very important for human resource division regarding promotion, transfer, benefits, compensations etc. The resultant gains are used to reward people and motivate them towards further improvement is productivity. It requires constant alertness and awareness of human relations and their importance in every day operations. It applies to workers, supervisors, officers, manager and other types of personnel.
In practice, that means working to develop a strong yet humane character, superior occupational capabilities and a body trained to endure the demands of harsh physical environments. A manager to get the best of his people, must undertake the basic responsibility of selecting people who will work under him and to help develop, motivate and guide them. It is present in all enterprises. So there is a gap between labor and management which makes many problems in the organization. The managers should give due attention to these factors. The problems of employees are solved through rational policies.
By environment we mean the surrounding factors which positively or negatively affect our activities. It hampers fair practice of strategic human resource management in Bangladesh. It tries to integrate human assets in the best possible manner for achieving organisational goals. Some employees are not enough committed to work. In our country, informal relations also provide a good environment among the employees. More specifically, the architecture is a judicious mix of structure, systems, rewards, processes, people, styles, skills and shared values. Especially people of public organizations are not so much accountable as they need.
If a manager is to get the best of his people, he must undertake the basic responsibility of selecting people who will work under him. By implication, sans competition firms may not need strategies at all, as was reflected in the business environment in Japan prior to 1990s. The focus is on managing competition. They require human relations skills to deal with the people at work. Every person has different needs, perceptions and expectations. Strategies hardly had any relevance during those days. So managers face dilemmas while confronting trade unions.
The broad classification of personnel in an industrial enterprise may be as follows : i Blue-collar workers i. Experts have given their own perspectives about strategic management. It permeates all levels of management in an organisation. So we find that most of the employees try to perform their assigned tasks effectively. But some organizations are not applying systematically and largely. This view is partially true as management is concerned with the efficient and effective use of both human as well as non-human resources.
So there are so many unskilled and semi- skilled people are available in our country. Benefits of Strategic Human Resource Management Strategic Human Resource Management, if implemented has potential to offer certain positive results. It covers all types of people at all levels in the organisation. Here it is seen that laborers think management as their opponent whereas management thinks that they are bosses. We train and motivate employees and employers to proactively adapt to broad spectrum of today's technological and social changes - not only for corporate growth, but to contribute to society at large through specialized training geared towards development of individuals and organizations. More or less every public organization faces government pressure.