Human resource management

Submitted by:Tripti JainRitu BohraMBA(DS)

Part ISem. II

WHAT IS HRM??

It is a organisational funcution that focuses on RecuritmentManagementDirectionOf people who work in the organisation.It deals with the issue related to people such as: Compensation Hiring Perfomance management Safety Wellness Benefits Motivation Communication Administration & training.

CHALLENGES

TOHRM

Managing Globalisation:

The tends towards opening up foreign markets to international trade and investments.

“Anything, anywhere, anytime” markets. Partnership with foreign markets. Impact on HRM: Different geographies, cultures, laws and

business practices. Identifying capable expatriate managers. Developing foreign culture and trade practices

training programs. Adjusting compensation plan for overseas work.

Managing Technological TrendsKnowledge workersThe spread of e-commerce.The rise of virtual workers.HRIS.

Managing ChangesTypes of changes:

Reactive changes: change that occures after external forces have already affected performance.

Proactive changes: Change initiated to take advantage of targeted

oppourtinities.Formal change management programs helps to keep the employees focused on the success of the business.

Developing Human CapitalThe development of knowledge, skills

and capabilities of individuals that have economic value on the organisation.

Valuable because: Is based on company-specific skill.Is gained through long term

experience.Can be expanded through development.

Responding to market

Total quality management (TQM): A set of principals and practices, whoes core idea

includes understanding customer need, doing things right at the first time, and striving for continous improvement.

Reengineering: Fundamental rethinking and radical design of business

processes to achieve dramatic improvrment in cost, quality, speed and service.

Requires that managers create an environment for change.

Depends on effective leadership and communication processes.

Requires that administrative systems be reviewed and modified.

Innovations in HRM

Employees for lease

Employee leasing organisation will provide expert advice and consultancy and further they will also supply human resources for executing their projects.These orgnanisation will be principal employers and send the required number and kind of employees to various organisation on lease basis.The employees gets the salary and benefits by the leasing company.

Moon lighting by employeesFew employees in the organisation realise that all their demands cannot be met by their organisation alone.

They depend either on:Part-time job,Part-time business orTake up a business Or start up a business

In order to earn more money and become much stronger financially.

OutsourcingSome of the organisation depend on outside for agencies for human resource requirements rather than employing the human resource as its employees.The advantages are:Reduction in the cost of HR.Avoidance in the difficulties in human resource management.Avoiding the negative implications of overstaffing.

EMPLOYEE’S PROXYFew employees may not adjust themselves; to the status of the job both socially and psychologically.They may send some outsiders to do their work in the organisation as their proxy.This system has been prevalent in unorganised sectors like agricultural sector and small scale industrial sctor.Human resources managers of organised sectors will face problems of this system in furure.

Attitude and emotionsThe employees with the positive attitude take up thee work on their own without being entrusted, learn the required skills and knowledge on their own, be innovative, take risk to perform better, take the decisions etc.Employers use ‘Attitudinal-cum-emotional quotient’ is used in the employee selection process rather than intelligence quotient.(AEQ) = Attitudinal and Emotional Age x

100 Actual Age