Context of hrm and challenges

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Context of Human Resource Management (HRM)
Challenges on HRM

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Context of hrm and challenges

  1. 1. The Policies and Practices involved in carrying out the “people” or human resource aspects of management position, including Recruiting, Screening, Training, Rewarding, and Appraising.
  2. 2. How is HRM DEVELOPED ?
  3. 3. Rise Evolution of HRM
  4. 4. Organizational Context Business Context Legal Context Economic Context Political Context Social Context Technological Context Strategic Context
  5. 5. Globalization has affected all aspects of the model. A contested 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)
  6. 6. 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 employment relationship including, regulating trade union organization and activities, employment standards, and pay equity.
  7. 7. Owing to demographic trends, firms are under increasing pressure to accommodate a more diverse workforce. Demographic projections can help decision-making in areas of recruitment and selection, training, and rewards management. Culture has a ‘collectivizing effect’. It influences whether people seek employment and how employees respond to HR practices. Changing cultural values have an impact on the HRM function
  8. 8. Microprocessor-based technology and innovations in communications, 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.
  9. 9. 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 the limitations of the HR and legal departments, and it limits potential liability.
  10. 10. So, Human Resource Management is a need for the today’s context.
  11. 11. Why HRM is Needed ? To increase the work efficiency To maintain the relationship between organizations and employees To Stand on Competition and for OD To exists in this competitive business world
  12. 12. If so than, what do Organization do for their HRM ?
  13. 13. - Selection of right people for right task. - Efficient and effective planning. - Well organizing and controlling the organizational plans and HR activities.
  14. 14. But, during the period and because of these activities HRD faces lots of difficulties and obstacles …
  15. 15. Difficulty to identify the right candidates (talent, skills, attitude, behavior and personality …) Difficulty to exists in competition Difficulty to adopt change Difficulty to make employees completely satisfied …
  16. 16. Than what are the challenges on HRM ??
  17. 17. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer- focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization.
  18. 18. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life The globalization influences the jobs that are available and requires that organizations balance a complicated set of issues related to managing people in different geographies, cultures, legal environments, and business conditions. HR functions such as staffing, training, compensation, and the like have to be adjusted to take into account the differences in global management.
  19. 19. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life As we enter the 21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. And no company can afford to unnecessarily restrict its ability to attract and retain the very best employees available.
  20. 20. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life Diversity is a potential performance barrier. (if we think in positive, then : Diversity is a value added activity) There may be problem to retain Employees… Because of the perception of the diverse employees values and norms
  21. 21. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life Union Influence Role of UNIONS Union Activities
  22. 22. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life Moving Business Towards globalization (going global) - Increase in Competition - Diversified work-force Technological Innovation and Change Challenges on International Human Resource Management Q : - what are the other HR trends that are the challenges of HRM ?
  23. 23. Challenges on HRM GLOBALIZATION Changing workforce dynamics Managing Diversity Attitude towards UNIONS HR Trends Balancing Work Life Employees have the responsibility for their parents and for the organization (how they balance?) Managing work life and personal life of employees is challenging task for the HRD Challenge on time management (flexibility)
  24. 24. 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
  25. 25. Conclusion The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centered. So every organization should have to face and solve the challenges for the sustainable development of the organization
  26. 26. Thank You !

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