RECENT TRENDS IN HUMAN RESOURCE · PDF fileA HRIS, which is also known as a human resource...

SAMZODHANA – “Journal of Management Research”

Vol 8 Issue 1, April 2017

www.eecmbajournal.in | 24

RECENT TRENDS IN HUMAN RESOURCE MANAGEMENT

Arokia Amala Daizee .M

BSc. Psychology & ACS

S T.THOMAS COLLEGE OF ARTS AND SCIENCE.

Contact no: 9786015569

Mail ID: [email protected]

Abstract:

The goal of this article is to establish the importance of human resource

management (HRM) and how it is emerged to provide some evidence of its context, its

potential and future development. The role of the HR manager must parallel to the needs of

changing organization. Successful organizations are becoming more adaptable, resilient,

quick to change directions, and customer-centered. Within this environment, the HR

professionals must learn how to manage effectively through planning, organizing, leading

and controlling the human resource and be knowledgeable of emerging trends in training and

employee development.

Keywords: Globalization, ERP, HIRS, Human resource auditing, employee poaching, Agile

model, personality tests, payroll management, personal management, personal development.




1. Introduction

HRM is the process of hiring and developing employees so that they become more valuable

to the organization. Human Resource Management includes conducting job analyses,

planning personnel needs, recruiting the right people for the job, orienting and training,

managing wages and salaries, providing benefits and incentives, evaluating performance,

resolving disputes, and communicating with all employees at all levels. Examples of core

qualities of HR management are extensive knowledge of the industry, leadership, and

effective negotiation skills. Formerly called personnel management.

2. Objective

The following paper focuses on the Current trends in HRM and the innovative persons who

are currently developing it in India.

3. Research methodology

HRM developed in response to the substantial increase in competitive pressures American

business organizations began experiencing by the late 1970s as a result of such factors as

globalization, deregulation, and rapid technological change. These pressures gave rise to an

enhanced concern on the part of firms to engage in strategic planning, a process of

anticipating future changes in the environment conditions (the nature as well as level of the

market) and aligning the various components of the organization in such a way as to promote

organizational effectiveness.

HRM has undergone a lot of changes after it was first developed in the 19th

century ,

integration with other departments and further emphasis by companies has truly made HRM

shine in a new light, making the working environment for the employees in a better way.

3.1 Trends in HRM

In this paper we have discussed the following current trends which we believe are

continuously developing and improving with every day passing by, these trends has also

caused us to believe that HRM is truly an integrated approach rather than an analytical

approach. Following lines will briefly explain about what are the trends evolved in HRM.




3.2 Globalization in human resource management

Globalization is a term in business that refers to the integration of an organization's

operations, processes and strategies into diverse cultures, products, services and ideas.

Because of its emphasis on diversity, globalization also has a deep impact on the way

companies manage their employees. As compared to the past, the twenty – first century

corporations are getting to be globally marked driven ones with invest anywhere and share

everywhere concept. Globalization in HRM plays an important role in direct placement from

various areas of world, it pushes professionals to develop their skills which in return helps in

the development of organization, Training- for the employees for using global software

platform and also hosts language classes, learn Management of law across jurisdictions.

3.3 Employee poaching

Also known as employee raiding, employee poaching is the practice of aggressively

recruiting talented employees from competitors. The term gained notoriety in 2010 when it

was revealed that a number of companies attempted to suppress the recruitment of their high-

tech employees. Some of the better-known parties to the High-Tech Employee Antitrust

Litigation include Apple, Google, Intel, Intuit and eBay. These companies subsequently

agreed to no longer engage in no-poaching agreements.

3.4 Human resource management information systems (hirs)

A HRIS, which is also known as a human resource information system or human resource

management system (HRMS), is basically an intersection of human resources and

information technology through HR software. This allows HR activities and processes to

occur electronically. To put it another way, a HRIS may be viewed as a way, through

software, for businesses big and small to take care of a number of activities, including those

related to human resources, accounting, management, and payroll. HR Planning and

Analysis: In this the HR will organize the charts, staffing projections, skills inventories,

turnover, absenteeism, restructuring costing, internal job matching, job description tracking.

Equal Employment: the HR will form affirmative action plan, applicant tracking, workforce

utilization, availability analysis.

Staffing: For staffing the HR will recruit from available sources and job offer refusal

analysis.

http://www.hrpayrollsystems.net/hrms/




HR Development: HR will make employee training profiles, training need assessments,

succession planning, career interest and experience.

Employee and Labor Relations: for maintaining the human resource union negotiation

costing, auditing records, attitude survey results, exit interview analysis, employee work

history all used by HR.

Compensation and Benefits: HR can make pay structures, wage/salary costing, flexible

benefit administration, vacation usage, benefits usage analysis.

Health, Safety, and Security: safety training and accident records should be maintained.

3.5 Enterprise resource planning:

ERP Human resource Management is a suite of integrated solution, designed to facilitate HR

operations by reducing time-intensive administrative tasks and lowering costs by deploying

self-service applications. Resource ERP solution offers many different sub-systems under the

HR module. Listed below are some of the most common sub systems.

Personnel Management: The personnel management comprises of HR master-data,

personnel administration, recruitment and salary administration.

Organizational Management: Organizational management includes, organizational

structure, staffing schedules & job description.

Payroll System: Salary management, statutory reporting, attendance management for

salary calculation.

Time Management: Time management includes shift planning, time recording,

absence & leave management.

Personal Development: This section comprises of training and event management,

additional training determination and training assessment.

3.6 Human resource auditing

A Human Resources Audit is a comprehensive method (or means) to review current human

resources policies, procedures, documentation and systems to identify needs for improvement

and enhancement of the HR function as well as to assess compliance with ever-changing




rules and regulations. An Audit involves systematically reviewing all aspects of human

resources, usually in a checklist fashion.

3.7 Personality tests

Now HRM also focuses on psychological factors to manage the employees and to develop

the organization. Some of the personality tests which is been used are given below.

Personality tests

a) Big 5 Model-‗ The Big five‘ factor includes 1) openness to experience, 2)

extroversion, 3) agreeableness, 4) conscientiousness, 5) emotional stability. The Big

Five factors proved to be valid predictors of work performance too. There is a

growing evidence of the usefulness of the factors in predicting job performance.

b) Raymond Cattell's 16 Personality factors: this test has had a tremendous

influence on the development of occupational suitability comprises of 16 factors.

c) Myers Briggs Test indicator: This indicator proposes the existence of four

dichotomous pairs of cognitive functions, it includes

1) Extraversion and introversion,

2) Sensing and intuition,

3) Thinking and feeling,

4) Judgment and perception.

It is used in organizations to find the personality of employee and also interest where

they compare one‘s interest with those of other candidates in various occupations

during selection.

3.8 Agile model of hrm

Agile Model of HR. The "Agile Model of HR" states that human resources' job is not just

to implement controls and standards, and drive execution—but rather to facilitate and

improve organizational agility. Driving agility means driving programs that create

adaptability, innovation, collaboration, and speed.




• Training leaders at all levels of the company to act as hands-on coaches, not

"managers"

• Designing the organization into small, high-performance teams that set their own

targets

• Creating customer interactions within all groups and functions in the company

• Delivering a strong, focused mission and values to keep everyone aligned

• Creating systems with lots of transparent information, i.e., what are our goals, who is

working on what project, who are our experts

4. Findings

A research was conducted by CHAOS Manifesto, Standish Group 2012 in AGILE

MODEL

They reported that Agile projects are successful three times more often than non-agile

projects, according to the 2011 CHAOS report from the Standish Group. The report goes so

far as to say, ―The agile process is the universal remedy for software development project

failure. Software applications developed through the agile process have three times the

success rate of the traditional waterfall method and a much lower percentage of time and cost

overruns.‖ (Page 25) The Standish Group defines project success as on time, on budget, and

with all planned features. They do not report how many projects are in their database but say

that the results are from projects conducted from 2002 through 2010. The following graph




shows the specific results reported

.

In this research they found that AM has 49% success and only 9% of failure which is

lesser than the failure of methods. Based on this we can say that Agile model is more

suitable for current organizations in Human Resource Management.

5. Conclusion

We live in the era of not just changes, but an accelerated rate of change, still there is a

strong contention and race of struggle to take the lead in the academic and professional field

but obviously only time will fill which of these and other possible rival scenarios will offer

more accurate description of the reality in future. The new technological change, downsizing,

privatization management can also play role for future developments/trends and accepts the

challenges of the future.

So I would like to conclude by saying that HRM is an everlasting process which will

continue to develop with the development of humans and will end only when humans are

either erased or wiped out of the earth, till that it evolution of trends will continue.




6. Acknowledgments:

The author is most grateful to two people P. Jithesh and Sonu Thomas for their helpful

comments on the earlier version of the manuscript which helped to improve the presentation

of the paper considerably.

7. Reference:

1. Armstrong, Michael-A handbook of human resource management practice, Kogan

page, 2001

2. Keith Davis and John W. Newstrom – Human Relations at work, 2006

3. P. Bunce, P. Gould- From Lean to Agile Manufacturing IEE colloquium, 1996

4. Aswathappa. K. – Human Resource and Personnel Management,2007

5. https://www.mountaingoatsoftware.com/uploads/blog/Agile-Waterfall-Success-

Failure-Rates.jpg

6. https://hrtrendinstitute.com/2016/11/23/hr_trends_2017/

7. https://www.business.com/articles/managing-resourses-erp-industry-trends-that-

impact-bottom-line/

https://www.mountaingoatsoftware.com/uploads/blog/Agile-Waterfall-Success-Failure-Rates.jpg

https://www.mountaingoatsoftware.com/uploads/blog/Agile-Waterfall-Success-Failure-Rates.jpg

https://hrtrendinstitute.com/2016/11/23/hr_trends_2017/

RECENT TRENDS IN HUMAN RESOURCE · PDF fileA HRIS, which is also known as a human resource...

Documents

Transcript of RECENT TRENDS IN HUMAN RESOURCE · PDF fileA HRIS, which is also known as a human resource...