From discussion with other researcher, managing university hr are different with industry. Where in university you have to give them more freedom and creativity to produce a result of knowledge company where in industry you need to make it strict and rigid in managing the company HR.
What is your expert opinion on this?
Dear @Dony, the difference between managing HR at the university with HR in the industry is discused in the following report entitled: "Human Resource and Industrial Relations".
Overview: You know that the most important part of any business is the people who make that business work. Victoria's major in Human Resource Management and Industrial Relations (HRIR) recognises this the same way the modern business world does. It's an education in people and how they work together. HRIR is about managing employment relations, and deals with every aspect of those relations, from employee recruitment and selection to international employment relations, salaries and wages. It's a major that makes you valuable—the skills you learn apply to any business anywhere in the world. You can major in HRIR for a Bachelor of Commerce (BCom) or take some courses within a Bachelor of Tourism Management (BTM), or any other degree. Either way, you are gaining an understanding of and ability to work with and manage groups of people—traits highly valued by modern employers. See more at the page:
http://www.victoria.ac.nz/som/study/subjectsoffered/hrir
Traditionally, managing HR practices in industry has been around for a long time and is viewed as a standardized mechanism to sustain and nourish human capital. Universities may not place as much of a significance on upgrading HR practices because of the nature of employment which is considered to be relatively stabler or the nature of the job which is often underestimated. The teaching profession is getting more challenging by the day, but many outside of academia do not realize or acknowledge that, still thinking of teaching in very traditional ways where all the instructor had to do was to deliver content. Also, there may be a disconnect between HR practices and academic goals. Strategic communication and greater adaptability are the keys to institutional success.
I believe managing HR practices in industry or in educational institutions is the same in terms of the functions of HR. But managing a company is different than managing an educational institution, because in educational institution you manage your colleagues.
Dear @Dony, as @Monica stated, HR at Universities is of lesser practice then in Industry. In last two decades, a full attention is devoted to HR development at Universities.
I am attaching two papers, one treats University, while second one treats Industry!
Conference Paper Research about Human Resources Management Problems and Count...
Article Creating a strategic human resources organization: An assess...
HR practice in industries is much more tougher,structured,clear hierarchy and cannot be lenient , the reason being the industries has to be productive and profit oriented. In order to sustain in this highly competitive age the industries have to put a best HR practices in place.
In case of HR at universities it is different as they have to manage mainly the academics and some non teaching staff, and its a service based organisation.
HR as 'functions' will be the same at all kinds of Org. but the mechanism, tools, techniques used to perform these functions differ among firms. Universities, R&D centers, Innovation and development industry need more innovative and motivation ones
Look deeper, my friends. This is a profound difference between non-profit or academic institutions and for-profit companies. The rest just follows to sustain the major goals: teaching&research vs. generating a revenue. As a result, responsibilities, rules of conduct and interaction with peers and the outside world is so structured and well-defined for anybody working in a company. I spent about 6 years in industry and >10 in academic environment so it's all based on a personal experience.
I tend to agree with Mahfuz and Saleh in saying that HR does perform or function in the way it supposed to in both cases to comply with standard practices adopted for academics and industry. Both are ADEQUATE for each system. Comparing them in my view is similar to ask what is better, apples and oranges. It's two different worlds with different rules and different mentality is required to operate in any of them.
People managing people, further managing people
Versus
People managing people who inturn manage things
former is like those who provide a background music
Versus
Joining a group for the need of a Chorus to sing.
Well, the instrument does not make noise on its own,
but the people are proactive over everything
making row over nothing, or say, anything
until they have comprehended, atleast, something
'cause the ultimate objective is to crown every student
as on, for tomorrow, a crowned KING
In india, as per the legal definition public as well as privately managed educational institutions are industry. So you have to be clear about how you distinguish between the two sets of organizations you are meaning. In fact, some universities may implicitly or explicitly run themselves as profit making ventures and paying taxes s such; so they are in any case like other manufacturing and service providing business organizations.
In actuality, however, most universities have their HR departments as performing functional or transactional or bureaucratic HR i.e. recruitment & selection, training & developemnt, performance appraisal, and wage & salary administration.
On the other hand, in other industries, HR performs both functional as well as strategic functions. The latter will, for example, will include: diversity management, promoting employee engagement, managing human capital flexibility, cooperative employee relations, managing change, employee involvement, empowerment, strategic communication, developing teams, developing a learning organization, human resource development, etc
Dear Mahfuz, what you are saying may be so in public universities where you have democratic set up, and deanship/headship rotates every 2 or 3 years. Yes, there you manage colleagues. But you also manage the adminstrative staff there. Also, democratic sets ups may not be there in all universities. In others, you may have hierarchical organization or democratic organization structure depending upon the kind of environment the board/promoters want to develop. In India, we have about 4000 management institutes/private universities that are privately managed and they are outside the typical public university system governance norms, including my own. Barraing about 20 or 30, most of these institutes/universities are run as shops/bureaucracies/ fiefdoms with highly authoritarian HR practices, and subject to all types of controls like those applicable to privately-run factories.
Dear Dony, your question is basically on the contrast about an HR activities. When we refer to the textbook entitled "fundamental of Human Resource Management" the responsibility of HR is managing people. Your question is the difference in managing people in university and within industries. Yes...there must have a difference....
1. university and industry have different goal and different way of accomplishing the goal.
2. University consist of pool student who are work hard for knowledge however industry consist of pool employee who work hard for monetary gain.
the two reason above caused the difference in HR activities to manage people in the University and the industry.
In my opinion when we are talking about two different sectors; service sector (universities) or Industry sector, we will find that people who work their is totally different in terms of:
qualifications
education
required tasks
outcome (performance) for universities scientific research, teaching, conferences.
for industry doing daily operational tasks.
etc....
Thus based on the above the compensation, motivation, recruitment, will be different from each other.
Tirintetaake ·rightly differentiates: Industry- who work for monetary gain.
( even fulfilling Corporate Social Responsibility).
However, the University today ? They may or may not have worked for monetary gains in past, but today the demands are different. So have the goals for university and industry remain very different? Both chase numbers, quality levels, rejections, certifications, growth, newer products, innovations, resources, tools, training & competence of people?
HR in university is perhaps less intensive generally compared to the industry HR. However, it depends on the university especially those linked with industries. In this case it may be the same. At times some departments may have more work than others.
Dear Jasmin Omercic Ph.D. , regarding University's HR, I do recommend this paper (again).
"... Learn and draw on the experience of advanced human resource management theories and practical experience from foreign countries, develop the strategy of human resources management combining with the practical issues of the universities, improve the human resource management system of the universities, perfect information management system of human resources, make a good design of human resources planning procedures and methods..."
Also, the following article is an interesting one:
University human resources management problems of reality and countermeasures
Conference Paper Research about Human Resources Management Problems and Count...
In academia HRs will take a closer look at your academic reputation: h-index, grant history, publication records, recommendation letters, research output etc. In Industry they will give more credit to your real practical experience and technical skills in the selected domain.
In academic contexts, human resources can enjoy a liberatory autonomy by setting up their own directions in order to attain the targeted outcomes. However, in industrial settings , human resources have to stick to industrial autonomy by following the directions set up for them by higher echelon directors.
In my opinion, HR management must be the same in any organization. But, in the Academy, very large egos are handled, and many researchers do not tolerate policies of control and follow-up of their work.
Academicians are difficult to manage. They require more flexibility in policies and like to work with more freedom which causes a headache for HR Managers.
"Academicians are difficult to manage" because they " like to work with more freedom ".
is very correct.
Infact all people like to work with more freedom, But in Industry or offices the jobs are busier and more of routine (converse to academics), and there is not much leeway.
In academics there are windows provided for Research, Student Help Desk and Preparation. This is essentially academe's own time / flexible slots away from appointments /classes/meetings etc.
A non academic HR Manager would not understand the importance... hence the clash if any.
Otherwise, technically, there should be no difference and 360 degree appraisals have same meaning, and training same importance
The managing a company is different than managing an educational institution, because in educational institution you manage your colleagues.
In industry, we deal mostly with personnel management (PM), while at Universities, we deal with human resource management (HRM). The transition from PM to HRM in industry is a MUST and it happens.
While the scope of personnel management is limited and has an inverted approach, wherein workers are viewed as tool. Here the behavior of the worker can be manipulated as per the core competencies of the organization and are replaced when they are worn-out...
On the other hand, human resource management has a wider scope and considers employees as the asset to the organization. It promotes mutuality in terms of goals, responsibility, reward etc. that will help in enhancing the economic performance and high level of human resource development...
https://keydifferences.com/difference-between-personnel-management-and-human-resource-management.html
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