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Context of hrm and challenges



Context of Human Resource Management (HRM)

Context of Human Resource Management (HRM)
Challenges on HRM



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Context of hrm and challenges Context of hrm and challenges Presentation Transcript

  • The Policies and Practices involved in carrying out the “people”or human resource aspects of management position, including Recruiting, Screening, Training, Rewarding, and Appraising.
  • Evolution of HRM Rise
  • Organizational Context Political Context Business Context Social Context Legal Context Technological Context Economic Context Strategic Context
  • Globalization has affected all aspects of the model. Acontested concept, globalization has been analysed as an economic, political and social phenomenon.The essence of the employment relationship begins with people interacting with work organizations through labour markets (cost reduction by hiring qualified candidate)
  • It’s emphasized that the political context is the most complex and most difficult to analyze. To cushion the effects of economic restructuring there have been growing demands for changing the employmentrelationship including, regulating trade union organization and activities, employment standards, and pay equity.
  • Owing to demographic trends, firms are under increasing pressure to accommodate a more diverse workforce.Demographic projections can help decision-making in areas ofrecruitment and selection, training, and rewards management. Culture has a ‘collectivizing effect’. It influences whetherpeople seek employment and how employees respond to HR practices.Changing cultural values have an impact on the HRM function
  • Microprocessor-based technology and innovations incommunications, such as the Internet have affected product and labour markets, and organizational design. As this Guide was being prepared Apple launched its latest communication device, the iPhone. How will this device influence communications within organizations?Team working to be a central component of high-performance work practices.
  • Every Activities should have legality (contract, obeying organizational norms … )Understanding and complying with HR law is important for three reasons. It helps the company to do the right thing, to realize thelimitations of the HR and legal departments, and it limits potential liability.
  • So, Human ResourceManagement is a needfor the today’s context.
  • Why HRM is Needed ?To increase the work efficiencyTo maintain the relationship betweenorganizations and employeesTo Stand on Competition and for ODTo exists in this competitive business world
  • If so than, what do Organization dofor their HRM ?
  • - Selection of right people for right task. - Efficient and effective planning. - Well organizing and controlling the organizational plans and HR activities.
  • But, during the periodand because of these activities HRD faceslots of difficulties and obstacles …
  • Difficulty to identify the right candidates (talent,skills, attitude, behavior and personality …)Difficulty to exists in competitionDifficulty to adopt changeDifficulty to make employees completely satisfied …
  • Than what arethe challengeson HRM ??
  • Challenges on HRM GLOBALIZATION With the increase in competition, locally or globally, organizationsChanging workforce dynamics must become more adaptable, resilient, agile, and customer-Managing Diversity focused to succeed. And within this change in Attitude towards UNIONS environment, the HR professional has to evolve to become a HR Trends strategic partner, an employee sponsor or advocate, and a change mentor within the organization.Balancing Work Life
  • Challenges on HRMGLOBALIZATION The globalization influences the jobs that are available and requires that organizationsChanging workforce dynamics balance a complicated set of issues related to managing peopleManaging Diversity in different geographies, cultures, legal environments, and business conditions. Attitude towards UNIONS HR functions such as staffing, training, compensation, and the HR Trends like have to be adjusted to take into account the differences inBalancing Work Life global management.
  • Challenges on HRMGLOBALIZATION As we enter the 21st century, workforce diversity has become anChanging workforce essential business concern. dynamics In the so-called information age, the greatest assets of mostManaging Diversity companies are now on two feet (or a set of wheels). Undeniably, Attitude towards there is a talent war raging. UNIONS And no company can afford to HR Trends unnecessarily restrict its ability to attract and retain the very bestBalancing Work Life employees available.
  • Challenges on HRMGLOBALIZATION Diversity is a potential performance barrier.Changing workforce dynamics (if we think in positive, then : Diversity is a value addedManaging Diversity activity) Attitude towards There may be problem to UNIONS retain Employees… HR Trends Because of the perception of the diverse employees valuesBalancing Work Life and norms
  • Challenges on HRMGLOBALIZATIONChanging workforce dynamics Union InfluenceManaging Diversity Role of UNIONS Attitude towards UNIONS Union Activities HR TrendsBalancing Work Life
  • Challenges on HRMGLOBALIZATION Moving Business Towards globalization (going global)Changing workforce - Increase in Competition dynamics - Diversified work-forceManaging Diversity Technological Innovation and Change Attitude towards UNIONS Challenges on International Human Resource Management HR Trends Q : - what are the other HR trends that are the challenges of HRM ?Balancing Work Life
  • Challenges on HRMGLOBALIZATION Employees have the responsibility for their parentsChanging workforce dynamics and for the organization (how they balance?)Managing Diversity Managing work life and Attitude towards personal life of employees is UNIONS challenging task for the HRD HR Trends Challenge on time management (flexibility)Balancing Work Life
  • Other ChallengesThe Management of Workplace DiversityChallenges of managing changeChallenges of developing human capitalChallenge of containing costsDemographic ChallengesPerception of employeesEmployees EngagementChallenges for Compensation and BenefitsChallenges on Talent Retention and Development
  • ConclusionThe role of the HR manager must parallel theneeds of the changing organization.Successful organizations are becoming moreadaptable, resilient, quick to change directions, andcustomer-centered.So every organization should have to face andsolve the challenges for the sustainabledevelopment of the organization
  • Thank You !