RECENT TECHNIQUE IN HUMAN RESOURCE

MANAGEMENT

BY:-Diwakar Jaspal Ankur

Chander

OBJECTIVES OF PRESENTATION

Recent techniques in human resource management

Identify the innovative trends in human resource management in an organization

Lastly the use of innovative practices in the organization

RECENT TECHNIQUES IN HUMAN RESOURCE

MANAGEMENT EMPLOYEE FOR LEASE

MOON LIGHTNING BY EMPLOYEE

DUAL CAREER GROUP

FLEXI TIME AND FLEXI WORK

TRANING AND DEVELPOMENT

COLLABORATION MANAGEMENT

HUMAN RESOURCE ACCOUNTING

EMPLOYEE PROXY

EMPLOYEES FOR LEASE

Organization depend upon consultancy agencies for their expertise knowledge

Employee have limited knowledge to convert the know how into a project

They provide expert advice also supply human resource for executing their project

These firms pay salary and benefits to the employees irrespective to the no of days the employee is sent to organizations on lease

MOON LIGHTING BY EMPLOYEES

BLUE MOON TO FULL MOON

Taking up another job with that of existing job

Employees depends on other organizations for part time jobs, part time business to earn extra

It is also known as DOUBLE JOBBING

BLUE MOON

Employees demand higher wages and salaries in the future

They will no go for second job because of their inability in getting second job

Conflict with the management for higher pay scale

HALF MOON LIGHTING

Not satisfied as they cannot buy luxury articles

They take second job just to lead luxurious life

Spend almost 50% of the time and resources in second job to earn sufficiently large amount of money to lead comfortable life

QUARTER MOON LIGHTING

Candidate immediately join organization after his school, college

Spent his bachelor life comfortable

Later find difficult to make both ends meet as his family grow

Take part time jobs to meet increased expenses due to increased demand of the family

FULL MOON LIGHTING

Employee feel their income is almost nil as compares to their expectation

Start spending most of the time in starting,developing,expanding their business

Their financial and social position is determined by second occupation.

EFFECT OF MOON LIGHTNING ON HRM IN FUTURE

Relationship b/w superior and subordinated will be affected

It will worse the disciplinary procedure

Management faces problem in motivating their employees

Employee pay more focus on second job

DUAL CAREER GROUPSREASONS FOR INCREASING IN THE NO OF FEMALE EMPLOYEES

Increase in carrier orientation among women

Higher level commitment among women as compared to men

Better performance of women employees in certain jobs

Employees preference to women as they are less demanding

Increasing need for economic Freedom to women

CONSEQUENCES AND CHALLENGES

Concern for other party’s Grievances too

Absenteeism

Stress

Restricted Freedom

Work sharing

Promotions

FLEXI TIME & FLEXI WORK

Flexi Time is a program that allows flexible entering and leaving the organization

Flexi work is a program that allow flexibility in handling the type of work in various department in a systematic way

ADVANTAGES OF FLEXI TIME

Increase in productivity

Decline in absenteeism

Increase in work consciousness rather than time conscious

Decline in tardiness as employee can take care of his personal work as well

Reduction in employee turnover

DISADVANTAGES OF FLEXI TIME

Difficult in Time Keeping

Calculation of over time

Problem of supervision

WHY EMPLOYEE NEED FLEXI WORK

Over Specialization of work

Lack of challenging Work

Lack of Interest

Routine nature of Job

TRANING AND DEVEPLOMENT

Almost all the organization today provide additional training

Previously depends on educational institutes

But in future will establish their own educational institute

Pooling of funds but organization in setting up the institutes which may serves the need of all the firms in an industry

COLLABORATION MANAGEMENT

Different parties concerned with the organizational activities through participation then such type of management system is called COLLABORATION MANAGEMENT

Different Parties include Workers,Consumers,Government and Stakeholders.

It is categorized into four heads

WORKERS PARTICIPATION

CUSTOMER PARTICIPATION

GOVERNMENT PARTICIPATION

STOCKHOLDER PARTICIPATION

HUMAN RESOURCE ACCOUNTING

It is the process of identifying and measuring data about human resources and communication this information of interesting parties

It also means “Accounting for people as organization resources. It is the measurement of Cost and Value of the people of the organization

AIMS & OBJECTIVES OF HRA

Increased managerial awareness of the value of human resources.

Better decision about people, based on improves information system

Developing new measures of effective manpower utilization

Enabling a longer time horizon for planning and budgeting

Better human resource planning

BENEFITS OF HRA

Helps in disclosing the value of human resource

Helps in managerial decision making

It also serves the Social purpose

Helps in increasing the productivity of the human resources

METHODS OF VALUATION OF HUMAN RESOURCE ACCOUNTING

Historical Cost Method

Replacement Cost Method

Standard Cost Method

Present Value Method

Opportunity cost Method

HUMAN RESOURCE ACCOUNTING IN INDIA

GENERAL CONSIDERATION IN THE WORKING OF HR CONCEPT BY MMTC

Only Internal human organization is considered, External organization is not considered

Hr value is worked out on the LEV&SCHEWARTZ Model

A 12% discount is adopted

Employees are classified according to pay scale under 6 categories

Future no of employees is worked out on the basis of general promotion policy

EMPLOYEE’S PROXY

Employee adopt Proxy system in order to improve their economic status, social status and psychological well being

This system is mostly prevalent in organized sector

This system effect discipline, quality and quantity of production

Technological oriented jobs demand high profile of proxies

ORGANIZATION POLITICS

Any behavior by any employee that is self serving

When the individual act to enhance their own position,redardless of cost of the organization, or to other, they are acting Politically

They are result of variations and conflict between individual goal of one group and another group within the organization

CAUSES OF ORGANIZATIONAL POLITICS

Variation conflict in goals between two individual employee

Variation in degrees of successor failure between one employee and another employee or between group of employee

Variation and conflict in goals between two section of groups

Individual Vs Organizational goals

Group goals Vs Organizational Goals

TECHNIQUES OF ORGANIZATIONAL POLITICS

Information hiding

Push up

Pushing down

Pulling up

Pulling down

Misleading