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