Over the year’s company have made tremendous progress in terms of its human resource and development. In fact, the word human resource development used to be known as personal and industrial relation. The companies that recruited employees usually considered the employees technical and intelligent skills. It always looked at this as a key to the profitability and growth of the company. The Human Resource Department as it grew in its importance and domination of the organization, started to look at various aspects of the human- machine, human-human relation and discovered that the leaders in the companies need to have a very clear understanding of how the company works, how they have to conduct themselves with their peers as well as the subordinates they manage. In many companies, It is seen that the objectives of the company are realized when the team functions very cohesively.
Companies resort to training and development of its executives in once too few times a year or in a more regular, scheduled and continuous process. Companies that wish to stay ahead of competition must be able to commit finance and resources and spare its executives to undergo training and updating skills in its operational processes including supervisory, communication and technology upgradation areas. It, therefore, follows that companies that want to lead the industry it is in must get the focus and objectives of all its leadership skills programs to be integrated with the culture of the teams it operates with. There is no point in training in high technology areas if the teams in the target departments are not ready, can’t understand or will not adapt easily. Similarly, training in Leadership skills must connect with the company’s culture and the effect it will produce in its operation. Moreover, the leadership training at various levels must be all-encompassing for which level the training is done and for the senior management team, the training must ensure the inputs must be detailed and cover all aspects of the company’s operations vis a vis the organizational culture. Such training programs will ensure leaders are ready for managing the company in future without any loss of effectiveness and efficiencies in the operations of the company.
Manufacturing companies have a typical management issue with respect to the production processes starting from procuring raw materials to stocking and selling finished goods. Each stage production process requiring different ways to manage and produce. The human-human, human-machine, and machine-machine through Human intervention is given a lot of attention. The way a corporate employee is managed for completing documentation work is not the same as the way the employee is managed in the shop floor. The production shortage, excess, loss, accuracy signifies a lot in terms of the costs and profitability and the daily count adds up to week/month/year as aggregation measured for overall profits. Companies which cannot compensate for the loss of production later always will have teams and their supervisors in extracting the best and maximum of all employees in the production process. The leaders within such organizations must be motivated themselves, more committed and aligned with the management objectives all the time. We could see a strong inference of corporate leadership across industries tied up with the effective leadership within the organization. The end customer usually sees a good product and buys it and becomes loyal to it. Many companies don’t reveal the way they have worked to achieve the best products. Some of the journalists have reported at times the inhuman conditions the employees work in, and the illegal steps through which products are produced. While unethical practices are kept away from our research, we nevertheless feel the managerial effectiveness and corporate excellence alone decide what the consumer gets.
