Nguyen Khanh Linh

Scientific management

F.W Taylor (1856-1915) is one of the first that gave birth to the scientific management and "the father" of "scientific management", management approach under the economic-technical level. His idea is that accomplish tasks through the people and know they have correctly done the job is the best and cheapest way for management. According to Sullivan (1987), Taylor's work not only represented the beginning of the managerial era in industrial production but also signaled the end of the craft era in the United States. According to Taylor (1911), four principles of scientific management can be briefly described in the following: 1. Replace rule-of-thumb work methods base on scientific study of the tasks 2. Scientifically select, train, and develop workers individually. 3. Cooperate with the workers to make sure they follow the methods scientifically. 4. Divide work equally between workers and managers. His principles played an important role of the management system at that time and still relevant in the practice of management today, which will be discussed below.

Develop specific content management + Specialization of labor, especially for specific employees. Taylor has divided the work into phases and tasks in which each one belongs to a responsible position and the specific tasks. It means to create a finished product must have the participation of many people and many different parts. Thus, levels and workforce skill of workers is increasingly enhanced, contributing to increased labor productivity. + Standardization of work. Each work is standardized throughout the implementation process as well as final results (standardized work processes and products). Thanks to the standardization work that requires employees to substitute labor practices, experiences, their subjective desire by workers in science, applied meant to be scientific and technical knowledge on production process. And so,

Nguyen Khanh Linh the training of skilled workers so that they become the professional workers is a mandatory requirement for managers, not a burden as their traditional attitudes. + Improved tools and select a preferred alternative to the job. This is a content is particularly interested in Taylor. He said that with each type of work, with each a certain object, must have the appropriate tools and those tools have been improved continuously. On the other hand, to bring effective work is not done it in any way. Manager must instruct the workers' optimal choice in the process of undertaking their work. + Labor norms. Labor norms are standards, the targets set for the identification and evaluation of work performance of employees. Thanks to the labor norms that employees are aware of the number and quality of the work they have undertaken. It is also the basis for their ability and develops their capabilities, as well as a basis for the establishment of management salary, wages and bonuses. Labor norms are seen as one of the significant factors important breakthrough in the management of the agent because it affects a significant issue vital to the workers. That is the problem of benefits. However, the selection and how to build norms of Taylor still has many issues to debate. + Labor discipline. Taylor wants to build a working style where the employee must comply with strict regulations on time, processes, responsibilities and work attitudes. These rules and regulations that Taylor gave essentially want to build an "industrial style" in production. This is very strange and uncomfortable for those who just get out of the field or who are small producers. + Develop working environment. Working environment that Taylor discussed is the natural environment and social environment. The natural environment involves how the layout and arrangement of different parts in a factory and geographic location of the production facilities. According to Taylor (1911) if the natural environment is well-built, it will contribute important in creating favorable conditions for the production process, and thereby increase labor productivity and production efficiency. The social environment is the relationship between people and people in the production process. That relationship must show a sense of responsibility of managers and producers, as well as in organizational design. Taylor's system was widely adopted in the United States and the world. Although the Taylor system originated in the factory production departments, the concept of separating planning from execution was universal in nature and, hence, had potential application to other areas: production support services offices operations service industries.

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Taylors scientific management in today organizations According to Ritzer (1993), McDonalds uses the method of deskilling and division of labor in creating their hamburgers. Firstly, they grill the burger, then put in lettuce and tomatoes, add sauce and meat, etc, put onto rolls and then wrap it up. This is a break-down of the job and simplified its, each employee do their own task so the efficient be improved and it also creates specialized personnel. Another example for the Scientific Management still exists in the industrialization today is Toyota which has known as a famous manufacturer in the cars industry. This company has used robots to manufacture their products in an assembly line to break down the steps. Moreover, many organizations and sectors such as hospital with a receptionist on the front desk, Toy R Us, John Lewis, etc also use the scientific in their management. At the airport, luggage and bags of passengers are tagged with bar code and as it passes through the sensor on the conveyor belt bar code is scanned and sent the luggage to the aircraft correctly. This fact shows that the scientific management is widely used in many industries.

Nguyen Khanh Linh

Human resources management

A concept of human resource management (HRM) is coordinated overall operations planning, recruitment, selection, maintenance, development, encourage and create favorable conditions for human resources through organizations to achieve strategic objectives and direction of the organization perspective. Human resource management is often the cause of success or failure in business activities. Because the basic objectives of any organization is also a way to use human resources effectively to achieve the organization's purpose, so human resource management plays a central role in the establishment of organization and help it survive. Human resources management helps managers to achieve this goal through the others. A manager can complete the planning, clearly organized construction diagrams, exactly modern systematic checking, but they can still fail if not hire the right person for the job or do not know how to encourage employees. Talk to this point, of course most of people will assume that employee selection is the most important function in effective HRM. Yes, selection is important, but it is not the most important of all functions. HRM without planning, recruitment, orientation, training and development, and performance management, will not be able to do anything but holding a bunch of people and know nothing to do with them.

HR planning Any organization that wants to survive and stand firm needs to establish competitive strategy and human resources planning. The role of human resource planning is to help organizations achieve business goals. When HR plan is built correctly, it will bring many benefits, directly or indirectly to the organization. HR planning helps organizations to proactively anticipate problems and find solutions, identify current gaps and future directions of the organization and strengthen the participation of managers directly into the process of strategic planning, understanding the limitations and opportunities of human resources in organizations.

Recruitment Recruitment process will impact significantly on the selection process of human resources, in practice many workers with high qualifications, but not be selected because they do not know the recruitment information or do not have the opportunity to apply for the job. Recruitment is not only a strong influence on the quality of human resources, but also affect other functions of
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Nguyen Khanh Linh human resource management such as performance appraisal, remuneration of labor, training and human resources development. According to Luke (2009), the employees are one of the most valued assets of the organization and the recruitment process is one of the best weapons in the war for talents. To be effective, the recruitment process should follow the strategy and HR planning. Strategy and HR planning indicates the lack of manpower to meet the expansion plans of the organization.

Selection The selection process of human resources and the evaluation process of candidates in many different aspects based on the requirements of the job to find people who match the requirements set forth in those attracted in the recruitment process. In other words, if recruitment is gathering the selected candidates, then selection is to determine who is among the candidates that meet the criteria needed to become the organization's human resources. Selection of human resources is very important work. If the selection of human resources is conducted meticulously, it will avoid unfortunate mistakes and bring greater efficiency to the organization. Conversely, if the candidates are not carefully selected, wrongly selected, selected by emotions or by a pressure that will lead to unpredictable consequences. As Mathis (2010) said Good training will not make up for bad selection. When people without the appropriate aptitudes are selected, employers will have difficulty training them to do those jobs that they do not fit.

Orientation According to Chadha (2008), a thoughtful new employee orientation program can reduce turnover and save an organization thousands of dollars. One reason people change jobs is because they never feel welcome or part of the organization they join. Employee orientation process is designed to help new employees adapt and fit the department or organization they will work. Although orientation is not very important, it contributed to the success of recruitment. Without of the orientation program, new employees may misunderstand the mission of the organization, the relationships within the organization and may receive the wrong perspective on business purposes in the organization.

Training and development According to Yang (2010), training is a path for the management to know about their employees, it is a way to help employees to make best use of their own abilities, and it is a method to assist
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Nguyen Khanh Linh employees to become more professional at what they do. Training and human resources development is carried out activities to maintain and improve the quality of human resources of the organization, are prerequisites to the organization viable and successful in the competition. Therefore in the organization, training and development needs to be done organized and wellplanned. After all, the training and development has only one goal is to improve the efficiency of human resources. Training and development are prerequisites for organizations to survive and thrive in a competitive environment becoming more and more intense today

Performance appraisal The objective of performance appraisal is to provide feedback to managers to help them improve their human resources and improve the work efficiency. On the other hand, performance appraisal information is the necessary ingredients for the human resources planning, recruitment process, development, training and retraining of human resources, and concurrently, is the based system to manage any wages and compensation, human resources management flows within the organization.

Human resources management consolidate to maintain adequate quantity and quality of employees in the organization, achieve goals, search and develop the best forms and method for people who can deliver more contribution to the organization, while also creating opportunities for ongoing development of the employees themselves. Therefore, effective use of human power is the goal of human resource management.

Nguyen Khanh Linh

Reference
Sullivan, B.G. (1987), The challenge of economic transformation. In S.E. Goldberg & C.R. Strain (Eds.), Technological change and the transformation of America (pp. 91-103), Carbondale: Southern Illinois University Press.
Ritzer, G. (1993), The McDonaldization of Society, Revised new century edition, pg 1, 34.

Taylor, F., W. (1991), The Principles of Scientific Management, New York: Harper. Mathis, R., L. (2010), Human resources management, 13th edition, p.214. Luke (2009), Recruitment process importance, viewed on July 02, 2012.
http://yourhrmguide.com/content/recruitment-process-importance

Chadha (2008), Failure of orientation program, viewed on July 02, 2012.

http://managehrnetwork.blogspot.com/2008/09/failure-of-orientation-program.html

Yang (2010), The importance of staff training in the hotel industry, p.1