MAJOR CHALLENGES For HR in indian organizations GROUP VIII.

MAJOR CHALLENGES For MAJOR CHALLENGES For HR in indian organizationsHR in indian organizations

GROUP VIIIGROUP VIII

The Team

2HRM - Group VIII – MBA – The Business

School - University of Kashmir

RETENTION –

Shoaib Mehraj#254



Employee RetentionEmployee RetentionIt a process in which the employees are encouraged to

remain with the organization for the maximum period of time

or until the completion of the project. Employee retention is

beneficial for the organization as well as the employee.

In a Business setting, the goal of employers is usually

to decrease employee turnover, thereby decreasing training

costs, recruitment costs and loss of talent and

organisational knowledge. 4HRM - Group VIII – MBA – The Business


1.Compensation1.Compensation



2.Environment2.Environment



3.Growth3.Growth



4.Relationship4.Relationship



ip

5.Support5.Support



Other Threats and Challenges.

Other Threats and Challenges.

The Cost of Turnover: The cost of employee turnover adds

hundreds of thousands of money to a company's expenses.

Loss of Company Knowledge: When an employee leaves,

he takes with him valuable knowledge about the company,

customers, current projects and past history (sometimes to

competitors).

Regaining efficiency: If an employee resigns, then good

amount of time is lost in hiring a new employee and then training

him/her and this goes to the loss of the company directly which

many a times goes unnoticed.10

HRM - Group VIII – MBA – The Business School - University of Kashmir

ENVIRONMENTAL CHALLENGES–

Ikra Parvez#211



Environmental Challenges

Environmental Challenges

1. Rapid Change

2. Work Force Diversity

3. Globalization

4. Legislative

5. Technology

6. Evolving Work and Family Roles



1.Rapid Change1.Rapid Change

Many organizations face a volatile environment in which

change is nearly constant. If they are to survive and

prosper, they need to adapt to change quickly and

effectively. Human resources are almost always at the

heart of an effective response system.



2. Work Force Diversity2. Work Force Diversity

All these trends present both a significant challenge and a

real

opportunity for managers. Firms that formulate and

implement

HR strategies that capitalize on employee diversity are

more

likely to survive and prosper.



3. Globalization3. Globalization

One of the most dramatic challenges facing as they enter

the twenty-first century is how to compete against foreign

firms, both domestically and abroad. Many companies are

already being compelled to think globally, something that

doesn't come easily to firms long accustomed to doing

business in a large and expanding domestic market with

minimal foreign competition.



4. Legislation4. Legislation

Much of the growth in the HR function over the past three

decades may be attributed to its crucial role in keeping the

company out of trouble with the law. Most firms are deeply

concerned with potential liability resulting from personnel

decisions that may violate laws enacted by the state

legislatures, and/or local governments.



5. Technology5. Technology

The world has never before seen such rapid technological

changes as are presently occurring in the computer and

telecommunications industries. One estimate is that

technological change is occurring so rapidly that individuals

may have to change their entire skills three or four times in

their career.





The proportion of dual-career families, in which both wife

and husband (or both members of a couple) work, is

increasing every year. Unfortunately, women face the

double burden of working at home and on the job, devoting

42 hours per week on average to the office and an

additional 30 hours at home to children.



INDIVIDUAL CHALLENGES–

Mohsin Nasti#241



Individual Challenges

1. Productivity

2. Empowerment

3. Brain Drain

4. Ethics and Social Responsibility

5. Job Insecurity

6. Matching People and Organizational Research



1. Productivity

Productivity is a measure of how much value individual

employees add to the goods or services that the

organization produces. The greater the output per

individual, the higher the organization’s productivity. Two

important factors that affect individual productivity are

ability and motivation.



2. Empowerment

In recent years many firms have reduced employee

dependence on superiors and placed more emphasis on

individual control over the work that needs to be done. This

process has been labeled empowerment because it

transfers direction from an external source (normally the

immediate supervisor) to an internal source (the

individual’s own desire to do well).



3. Brain Drain

With organizational success more and more dependent on

knowledge held by specific employees, companies are

becoming more susceptible to brain drain-the loss of

intellectual property that results when competitors lure

away key employees.



4. Ethics and Social Responsibility

Corporate social responsibility refers to the extent to which

companies should and do channel resources toward

improving one or more segments of society other than the

firm’s owners or stockholders. Ethics is the bedrock of

socially responsible behavior.



5. Job Insecurity

In this era of downsizing and restructuring, many

employees fear for their jobs. For most workers, being able

to count on a steady job and regular promotions is a thing

of the past. Even the most profitable companies have laid

off workers.



6. Matching People and Organizations Research

Matching People and Organizations Research suggests that

HR strategies contribute to firm performance most when

the firm uses these strategies to attract and retain the type

of employee who best fits the firm’s culture and overall

business objectives.



OORGANIZATIONAL

CHALLENGES–

Owais Ahmed#214



Organizational Challenges

Organizational Challenges

1. Management Of Creative Class.

2. Workforce Diversity.

3. Management Of Knowledge Workers.

4. Management Of Technological Challenges.

5. Management of Change



1.Management Of Creative Class

1.Management Of Creative Class

It Includes Identification, Selection,Training and Grooming

of Creative Talent.

Proper Job Training and Job Mentoring.

They should maintain their Creativity, under Stress.

Monetary and Non Monetary benefits should be given.

Talent Management should have a strong voice in

Organizational Design.



2.Workplace Diversity

2.Workplace Diversity

Talents from different backgrounds, gender, age, race,

religions, beliefs, ethnicity, cultures etc.

Whether to go for diversity or not.

Better is diversity. Diverse talents means more

capitalization of business opportunities.

Proper management of diversified talent required.



3.Management Of Knowledge Workers3.Management Of

Knowledge Workers

Here we are looking for talent, who does not obey principles

of management base on Traditional approach.

Due to Higher Educational background, ability to take

responsibilities at lesser age, high bargaining skill,

knowledge etc.

Management of such talent necessary ,especially in IT,BPO

industries.



4.Management Of Technological Challenges.

4.Management Of Technological Challenges.

To Prepare Workforce to accept technological

advancements.

E.g. Banking Industry.



5.Management Of Change

5.Management Of Change

Restructuring.

Downsizing.

Mergers.



CCULTURAL CHALLENGES–

Safura Ashraf#253



Cultural ChallengesCultural Challenges

1. Behaviors

2. Philosophy

3. Dominant Work Values

4. Feeling Or Climate



1.Behaviors 1.Behaviors

There are observed behavior irregularities when people

interact within an organization such as the languages used

and the rituals surrounding difference and demeanor

To maintain a neutral behaviors within an organization is

again a big challenge for HR owing to the fact that India has

vast cultural differences.



2.Philosophy2.Philosophy The philosophy that guides an organization’s policy towards

employees and or customers.

In order to effectively manage workplace diversity, Cox

(1993) suggests that a HR Manager needs to change from an

ethnocentric view ("our way is the best way") to a culturally

relative perspective ("let's take the best of a variety of

ways"). This shift in philosophy has to be ingrained in the

managerial framework of the HR Manager in his/her planning,

organizing, leading and controlling of organizational resources.



3.Dominant Work Values

3.Dominant Work Values

The need to match the employee’s dominant work values

and attitudes with their career choices can be one of the

most important and overlooked considerations when it

comes to making career related decisions.

If they are feeling a bit unsettled, or downright unhappy in

their current job, it's quite possible that their job is out of

sync with their work.



4.Feeling Or Climate4.Feeling Or Climate

The feeling or climate that is conveyed in an organization

by the physical layout and the way in which members of

the organization interact with one another, customers and

outsiders.

HRs contently have to review the climate prevalent in the

organization. If it is negative, it can create a problem within

an organization , like hatred groups, unavoidable

circumstances, etc.



Challenges in RECRUITMENT –

Saqib Qureshi#201



Challenges In RecruitmentChallenges In Recruitment

1. Adaptability To Globalization

2. Lack Of Motivation

3. Process Analysis

4. Strategic Prioritization

5. Attracting Highly Talented Employees



1.Adaptability to Globalization

1.Adaptability to Globalization



2.Lack of Motivation 2.Lack of Motivation



3.Process Analysis3.Process Analysis



4.Strategic Prioritization

4.Strategic Prioritization



5.Attracting Highly talented Ones

5.Attracting Highly talented Ones



MAJOR CHALLENGES For HR in indian organizations GROUP VIII.

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